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# Statistics Test

The Statistics Online Test evaluates a candidate's understanding and proficiency in statistical concepts and analysis. It covers topics such as statistical methods, data analysis, numerical reasoning, and quantitative aptitude.

Covered skills:

• Statistics Fundamentals
• Data Sampling
• Sampling Distributions
• Non-parametric statistics
• Data Analysis
• Inference: p-values and confidence intervals
• Regresion
• Exploratory Data Analysis
• Probability

9 reasons why
9 reasons why

Reason #1

## Tests for on-the-job skills

The Statistics Test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

• Understanding fundamental concepts and principles of statistics
• Applying statistical techniques to analyze data and draw conclusions
• Interpreting p-values and confidence intervals to make inferences
• Sampling data and understanding sampling distributions
• Using regression analysis to analyze relationships between variables
• Conducting exploratory data analysis to understand patterns and trends
• Applying non-parametric statistics for data analysis
• Understanding probability theory and its applications
• Analyzing data using various data analysis techniques
Reason #2

## No trick questions

Traditional assessment tools use trick questions and puzzles for the screening, which creates a lot of frustration among candidates about having to go through irrelevant screening assessments.

View sample questions

The main reason we started Adaface is that traditional pre-employment assessment platforms are not a fair way for companies to evaluate candidates. At Adaface, our mission is to help companies find great candidates by assessing on-the-job skills required for a role.

Reason #3

We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.

How we design questions

These are just a small sample from our library of 10,000+ questions. The actual questions on this Statistics Test will be non-googleable.

🧐 Question

Easy

Frequency distribution
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```Convert the following into an ordinary frequency distribution:

- 5 users gave less than 3 rating
- 12 users gave less than 6 rating
- 25 users gave less than 9 ratings
- 33 users get less than 12 ratings```

Medium

Green or red balls
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`A bag contains 5 red balls, 6 yellow balls and 3 green balls. If two balls are picked at random, what is the probability that both are red or both are green in colour?`

Hard

Square points and Circle
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`What is the probability that two uniformly random points in the square are such that center of the square lies in the circle formed by taking the points as diameter`

Medium

Hiring Developer
Skewed Data
Graph
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`Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. `
```Now select the statements that are true based on the given details.

A: The data given for Company A is skewed to the left.
B: The data given for Company B is skewed to the right.
C: The data given for Company A is skewed to the right.
D: For Company B, mean and mode are equal.
E: For Company B, mean is equal to median but less than mode.
F: For Company A, median is less than mode but greater than mean.```

Medium

Negative correlation
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`Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study?`
```A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level.

B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi.

C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi.

D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.```
🧐 Question🔧 Skill

Easy

Frequency distribution

3 mins

Statistics
Try practice test

Medium

Green or red balls

2 mins

Probability
Try practice test

Hard

Square points and Circle

3 mins

Probability
Try practice test

Medium

Hiring Developer
Skewed Data
Graph

3 mins

Data Analysis
Try practice test

Medium

Negative correlation

2 mins

Data Analysis
Try practice test
🧐 Question🔧 Skill💪 Difficulty⌛ Time
Frequency distribution
Statistics
Easy3 mins
Try practice test
Green or red balls
Probability
Medium2 mins
Try practice test
Square points and Circle
Probability
Hard3 mins
Try practice test
Hiring Developer
Skewed Data
Graph
Data Analysis
Medium3 mins
Try practice test
Negative correlation
Data Analysis
Medium2 mins
Try practice test
Reason #4

## 1200+ customers in 75 countries

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!

Brandon Lee, Head of People, Love, Bonito

Reason #5

## Designed for elimination, not selection

The most important thing while implementing the pre-employment Statistics Test in your hiring process is that it is an elimination tool, not a selection tool. In other words: you want to use the test to eliminate the candidates who do poorly on the test, not to select the candidates who come out at the top. While they are super valuable, pre-employment tests do not paint the entire picture of a candidate’s abilities, knowledge, and motivations. Multiple easy questions are more predictive of a candidate's ability than fewer hard questions. Harder questions are often "trick" based questions, which do not provide any meaningful signal about the candidate's skillset.

Reason #6

## 1 click candidate invites

Email invites: You can send candidates an email invite to the Statistics Test from your dashboard by entering their email address.

Public link: You can create a public link for each test that you can share with candidates.

API or integrations: You can invite candidates directly from your ATS by using our pre-built integrations with popular ATS systems or building a custom integration with your in-house ATS.

Reason #7

Reason #8

## High completion rate

Adaface tests are conversational, low-stress, and take just 25-40 mins to complete.

This is why Adaface has the highest test-completion rate (86%), which is more than 2x better than traditional assessments.

Reason #9

## About the Statistics Online Test

### Why you should use Pre-employment Statistics Test?

The Statistics Test makes use of scenario-based questions to test for on-the-job skills as opposed to theoretical knowledge, ensuring that candidates who do well on this screening test have the relavant skills. The questions are designed to covered following on-the-job aspects:

• Understanding of statistics fundamentals
• Ability to apply inference techniques such as p-values and confidence intervals
• Knowledge of data sampling methods
• Proficiency in regression analysis
• Understanding of sampling distributions
• Ability to perform exploratory data analysis
• Knowledge of non-parametric statistics
• Skill in probability calculations
• Proficiency in data analysis
• Experience with statistical software packages

Once the test is sent to a candidate, the candidate receives a link in email to take the test. For each candidate, you will receive a detailed report with skills breakdown and benchmarks to shortlist the top candidates from your pool.

### What topics are covered in the Statistics Test?

• #### Statistics Fundamentals

Statistics Fundamentals involves the basic concepts and principles of statistics, such as measures of central tendency, measures of variability, and probability theory. This skill is measured in the test to assess a candidate's understanding of the foundational concepts required for further statistical analysis.

• #### Inference: p-values and confidence intervals

Inference: p-values and confidence intervals focus on statistical inference, which involves making conclusions or predictions about a population based on sample data. This skill is measured in the test to evaluate a candidate's ability to perform hypothesis testing and determine the significance or confidence level of statistical results.

• #### Data Sampling

Data Sampling refers to the process of selecting a subset of observations from a larger population for statistical analysis. This skill is measured in the test to gauge a candidate's knowledge of different sampling techniques, understanding of sampling bias, and ability to effectively collect representative data.

• #### Regression

Regression analysis is a statistical technique used to model and analyze the relationships between variables. This skill is measured in the test to assess a candidate's proficiency in fitting regression models, interpreting coefficients, and making predictions based on the model.

• #### Sampling Distributions

Sampling Distributions involve the theoretical distributions of statistics calculated from different samples of the same population. This skill is measured in the test to evaluate a candidate's understanding of sampling distributions, including the central limit theorem and the concept of standard error.

• #### Exploratory Data Analysis

Exploratory Data Analysis (EDA) involves the process of summarizing, visualizing, and interpreting data to gain insights and identify patterns or trends. This skill is measured in the test to assess a candidate's ability to perform data exploration techniques, such as plotting graphs, calculating summary statistics, and detecting outliers or missing values.

• #### Non-parametric statistics

Non-parametric statistics are statistical methods that do not make any assumptions about the underlying population distribution. This skill is measured in the test to evaluate a candidate's knowledge and application of non-parametric tests, such as Mann-Whitney U test or Wilcoxon signed-rank test, when dealing with data that does not meet normality assumptions.

• #### Probability

Probability refers to the measure of the likelihood of an event occurring, based on the ratio of favorable outcomes to the total possible outcomes. This skill is measured in the test to assess a candidate's understanding of probability theory, including conditional probability, independent events, and probability distributions.

• #### Data Analysis

Data Analysis encompasses the process of inspecting, cleaning, transforming, and modeling data to discover useful insights and support decision-making. This skill is measured in the test to evaluate a candidate's proficiency in applying statistical techniques and interpreting results for practical data-driven problem-solving.

• #### Full list of covered topics

The actual topics of the questions in the final test will depend on your job description and requirements. However, here's a list of topics you can expect the questions for Statistics Test to be based on.

Descriptive statistics
Measures of central tendency
Measures of dispersion
Correlation analysis
Hypothesis testing
Confidence intervals
Parametric tests
Non-parametric tests
Sampling techniques
Simple linear regression
Multiple regression
ANOVA (Analysis of Variance)
Chi-square test
Time series analysis
Exploratory data analysis techniques
Outlier detection
Data visualization
Probability distributions
Conditional probability
Random variables
Bayesian statistics
Statistical inference
Statistical modeling
Data mining techniques
Statistical software
Data interpretation
Statistical reporting
Quantitative methods
Statistical significance
Data validation

### What roles can I use the Statistics Test for?

• Statistician
• Data Analyst
• Data Scientist
• Quantitative Analyst
• Financial Analyst
• Graphic Designer
• Cognitive Scientist

### How is the Statistics Test customized for senior candidates?

For intermediate/ experienced candidates, we customize the assessment questions to include advanced topics and increase the difficulty level of the questions. This might include adding questions on topics like

• Ability to interpret statistical results
• Understanding of experimental design
• Knowledge of hypothesis testing
• Proficiency in ANOVA
• Ability to analyze time series data
• Understanding of statistical modeling techniques
• Knowledge of predictive analytics
• Proficiency in data visualization
• Ability to handle missing data
• Experience with machine learning algorithms

The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.

85%
reduction in screening time

## Statistics Hiring Test FAQs

### Can I combine multiple skills into one custom assessment?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify. Here's a quick guide on how you can request a custom test.

### Do you have any anti-cheating or proctoring features in place?

We have the following anti-cheating features in place:

• IP proctoring
• Screen proctoring
• Web proctoring
• Webcam proctoring
• Plagiarism detection
• Secure browser
• Copy paste protection

### How do I interpret test scores?

The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.

### What experience level can I use this test for?

Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.

### Does every candidate get the same questions?

Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.

### I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

### What is the cost of using this test?

You can check out our pricing plans.

### I just moved to a paid plan. How can I request a custom assessment?

Here is a quick guide on how to request a custom assessment on Adaface.

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