Test Duration

~ 40 mins

Difficulty Level

Moderate

Questions

- 8 Statistics MCQs
- 4 Probability MCQs
- 4 Data Analysis MCQs

Availability

Available on request

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About the 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

Test Duration

~ 40 mins

Difficulty Level

Moderate

Questions

- 8 Statistics MCQs
- 4 Probability MCQs
- 4 Data Analysis MCQs

Availability

Available on request

9 reasons why

9 reasons why

Reason #1

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

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.

Why we started AdafaceReason #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 questionsThese 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 | Solve | ||||

Medium Green or red balls | Solve | ||||

Hard Square points and Circle | Solve | ||||

Medium Hiring Developer | Solve | ||||

Medium Negative correlation | Solve | ||||

🧐 Question | 🔧 Skill | ||
---|---|---|---|

Easy Frequency distribution | 3 mins Statistics | Solve | |

Medium Green or red balls | 2 mins Probability | Solve | |

Hard Square points and Circle | 3 mins Probability | Solve | |

Medium Hiring Developer | 3 mins Data Analysis | Solve | |

Medium Negative correlation | 2 mins Data Analysis | Solve |

🧐 Question | 🔧 Skill | 💪 Difficulty | ⌛ Time | ||
---|---|---|---|---|---|

Frequency distribution | Statistics | Easy | 3 mins | Solve | |

Green or red balls | Probability | Medium | 2 mins | Solve | |

Square points and Circle | Probability | Hard | 3 mins | Solve | |

Hiring Developer | Data Analysis | Medium | 3 mins | Solve | |

Negative correlation | Data Analysis | Medium | 2 mins | Solve |

Reason #4

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

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.

Science behind Adaface testsReason #6

**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 #8

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

ChatGPT protection

Screen proctoring

Plagiarism detection

Non-googleable questions

User authentication

IP proctoring

Web proctoring

Webcam proctoring

Full screen proctoring

Copy paste protection

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

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.

We have the following anti-cheating features in place:

- Non-googleable questions
- IP proctoring
- Screen proctoring
- Web proctoring
- Webcam proctoring
- Plagiarism detection
- Secure browser
- Copy paste protection

Read more about the proctoring features.

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.

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.

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.

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

You can check out our pricing plans.

Yes, you can sign up for free and preview this test.

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

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Ready to use the Adaface Statistics Test?

Ready to use the Adaface Statistics Test?

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