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Logical Reasoning, Numerical Reasoning, Verbal Reasoning, Data Interpretation, Critical Thinking, Data Analysis and 20+ other aptitude tests
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Ability to solve different types of problems
Ability to notice and retain all the intricate details
Ability to draw sound conclusions from the given information
Ability to determine whether the logic of the argument is sound or not
Ability to determine whether the assumptions are correct or not
Ability to draw insight from the given data
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.
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These are just a small sample from our library of 10,000+ questions. The actual questions on this test will be non-googleable.
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test for your role
2. Start inviting candidates to
complete the assessment
3. Receive real time
notifications and shortlist the best candidates
1. Get a custom assessment from
our library of 700+ skills within 48 hours
2. Start inviting candidates to
complete the assesment
Evaluate critical thinking skills with Adaface skills assessment platform powered by an intelligent chatbot
Lateral thinking is a manner of solving problems using an indirect and creative approach via reasoning that is not immediately obvious.
The ability to think rationally and clearly is important in whatever we choose to do. If you work in finance, management, education, research, or the legal profession, then critical thinking is definitely important. Critical thinking skills are not restricted to a particular subject area. Being able to think well and solve problems systematically is an asset for any career.
To come up with a creative solution to a problem involves not just having new ideas, but also requires that the new ideas being generated are relevant and useful to the task at hand. Critical thinking plays a crucial role in evaluating new ideas, selecting the best ones, and modifying them as necessary.
The global knowledge economy is driven by information and technology. One has to be able to deal with changes quickly and effectively. The new economy places increasing demands on the ability to analyze information and integrate diverse sources of knowledge. Critical thinking promotes such type of thinking skills and is very important in the ever-changing workplace.
The Critical thinking 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 crucial time by filtering out unqualified candidates.
Psychological research has found critical thinking tests to be highly valid predictors of future performance in work and education. Critical-thinking skills allow people to evaluate situations through reasoning to reach logical decisions.
Companies benefit from employees who think critically (as opposed to mechanically performing tasks) because these individuals use an independent mindset to seek ways to improve processes. Critical Thinking Tests are a widely used aptitude test for selecting candidates for graduate, professional, and managerial levels.
The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The critical thinking test is ideal for helping recruiters identify which candidates have the technical skills to do well on the job.
This test is based on the Watson and Glaser Critical Thinking Appraisal model, which contains five sections specially designed to find out how good a candidate is at reasoning analytically and logically. With over 85 years' worth of development, the Watson-Glaser Critical Thinking Appraisal is the most popular measure of critical thinking ability.
The Watson-Glaser Thinking Appraisal (W-GCTA) is one of the main evaluating tools for cognitive abilities in professionals since it measures critical thinking. It is seen as a successful tool to predict job success, as well as being used to select good managers and possible future leaders.
The actual score distributon will vary based on your candidate pipeline quality, but you should typically expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
🕒 Allotted Time: approx 45 mins
🧪 Test Options:
🕒 Allotted Time: approx 60 mins
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
Theoretical questions/ puzzles
Feels like a test
Questions for on-the-job skills
Critical thinking is the intellectually disciplined process of actively and skillfully analyzing, synthesizing, conceptualizing, applying, and/ or evaluating information gathered from, or generated by, reflection, reasoning, observation, experience, or communication, as a guide to belief and action.
The test is designed to enable recruiters and hiring managers to quickly identify which candidates should be invited to an interview.
This test will assess candidates on their fundamentals and depth of Critical Thinking ability with questions on:
The questions are designed to test for on-the-job Critical Thinking skills as opposed to just theoretical concepts.
Depending on the role and industry, a Critical Thinking expert might require these skills:
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.
Here's what's different with Adaface:
We have the following anti-cheating features in place:
Read more the proctoring features.
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing 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 60%, 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.
The platform is completely self-serve, so here's one way to proceed:
Here is a quick guide on how to request a custom assessment on Adaface.
The screening signals that technical recruiters typically use: fluffed-up resumes, Github profiles, StackOverflow activity, educational qualifications and previous employers are noisy.
What it is, types and benefits, reservations against them, the rise of candidate friendly assessments and AI tools, and the best practices for implementing pre-employment testing in your company.
Most engineers today frown at the idea of completing a coding test, and over 50% straight out refuse to do status quo assessments (based on our research with 100+ companies in SEA).
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
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