Why you should use HR Test?

The HR -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: Talent erhvervelsesstrategier til effektiv rekruttering Human Resource Management Principles and Practices Kritiske tænkningsevner til problemløsning i HR Abstrakt resonnement til analyse af komplekse HR -scenarier Situationel dom i HR-beslutningstagning Konfliktstyringsteknikker i HR Talentrørledningsstyring til fremtidige personalebehov Performance management og evalueringsprocesser Compensation and Benefits Administration Medarbejderrelationer og engagementstrategier

HR Test

Q: What topics are covered in the HR Test?

Fundamentals for menneskelige ressourceforvaltning Fundamentals for talent erhvervelse Kritisk tænkning Abstrakt resonnement Situationel dom Konflikthåndtering Talentrørledningsstyring

About the test:

HR -testen evaluerer en kandidats evne til at tackle almindelige udfordringer på arbejdspladsen i personale, tilpasse medarbejdernes adfærd med forretningsmæssige mål og bruge HR -software til at yde omfattende støtte til ledelse og personale.

Covered skills:

Fundamentals for menneskelige ressourceforvaltning
Kritisk tænkning
Situationel dom
Talentrørledningsstyring

Fundamentals for talent erhvervelse
Abstrakt resonnement
Konflikthåndtering

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9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist HR Managers

Reason #1

Tests for on-the-job skills

The HR 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:

Effektivt at udføre talentopkøbsaktiviteter
Administrer effektivt menneskelige ressourcefunktioner
Demonstrere kritiske tænkningsevner i problemløsning
Anvend abstrakt resonnement for at analysere komplekse situationer
Foretag informerede vurderinger baseret på situationskontekst
Administrer konflikter på en konstruktiv og retfærdig måde
Udvikle og vedligeholde en talentrørledning
Brug HR Management Fundamentals til beslutningstagning

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.

Why we started Adaface

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Reason #3

Non-googleable questions

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

Dette er kun en lille prøve fra vores bibliotek med 10.000+ spørgsmål. De faktiske spørgsmål om dette HR -test vil være ikke-gåbart.

🧐 Question
Medium Streamlining High-Volume Technical Recruitment Recruitment Strategy Technical Assessment Process Efficiency	Try practice test
QuantumLeap has recently posted a job listing for a Senior Software Developer role and received an overwhelming response of over 3,000 applications. With the engineering team preoccupied with urgent product development, the HR department must filter through the applications in a manner that ensures a high-quality shortlist without overtaxing the team's limited interviewing capacity. QuantumLeap values innovative problem-solving and coding efficiency, alongside a strong alignment with its proactive and collaborative company culture. Given the circumstances, what strategy should the HR team employ to effectively narrow down the candidate pool while maintaining the integrity and equity of the recruitment process? A: Launch an automated initial screening using AI-powered tools to evaluate technical skills and cultural fit indicators from the resumes, followed by a standardized coding test to further refine the candidate pool. B: Request candidates to submit a one way video pitching a solution to a common industry problem, providing insights into their communication, problem-solving skills, and creativity, which will be assessed by a panel of HR and select engineering team members. C: Organize a hackathon event where applicants can participate remotely, solving real-world problems that reflect the job's responsibilities, judged by leading engineers and HR for technical and cultural fit. D: Develop a remote multi-stage screening assessment starting with a problem-solving test followed by a timed coding test to identify top candidates for the engineering team to interview. E: Conduct an AI-driven analysis of past projects and coding samples submitted by candidates to predict future performance and cultural fit, with subsequent interviews conducted by HR for the top-scoring candidates. F: Implement a peer-review system where candidates evaluate each other’s code from a provided challenge, with HR overseeing the process to ensure it aligns with the company's collaborative culture. G: Initiate a series of technical webinars led by the engineering team, followed by an open Q&A, to gauge interest in the role. H: Require candidates to complete a comprehensive online course related to the job's tech stack, with a final exam that certifies their proficiency and readiness for the role.
Easy Streamlining Recruitment Metrics Recruitment Metrics Data-Driven Decision Making Strategic Planning	Try practice test
As the lead HR professional at a growing startup, you are tasked with developing a set of recruitment metrics that will help the company understand the effectiveness of its hiring process and its impact on business outcomes. Considering the need for a balance between efficiency and strategic insight, which combination of metrics would provide the most comprehensive overview without overwhelming the team with data? A: Source of Hire, Candidate Net Promoter Score, Interview-to-Offer Ratio, New Hire Performance, Diversity of New Hires B: Applicant Drop-off Rate, Time-to-Productivity, Recruitment Funnel Effectiveness, Cost of Vacancy, Staffing Agency Fees C: Time-to-Hire, Candidate Experience Rating, Hiring Manager Satisfaction, Employee Lifetime Value, Attrition Rate D: Time-to-Fill, Quality of Hire, Cost-per-Hire, Offer Acceptance Rate, Employee Turnover Rate E: Time-to-Fill, Cost-per-Hire, First-Year Attrition, Hiring Velocity, Percentage of Open Positions F: Hiring Manager Feedback, New Hire Ramp-Up Time, Offer Decline Reasons, Internal Mobility Rate, Training Investment Return G: Employee Referral Rate, Recruitment Channel Effectiveness, Time-to-Promotion, Interview Scheduling Efficiency, Pre-hire Assessment Accuracy H: Job Offer Conversion Rate, Post-hire Job Performance, Recruitment Marketing ROI, Candidate Job Fit, Talent Pool Growth
Easy Balancing Autonomy and Team Synergy Employee Development Team Integration	Try practice test
In a fast-paced tech environment at Crafters, you are faced with the challenge of integrating individual contributors like Jamie, who are technically stellar but less inclined towards team activities. Their solitary contributions have been pivotal, yet their aloofness is creating friction within the team, which could impede collective progress. As the HR manager, your goal is to harness Jamie's potential while nurturing a collaborative team spirit. What strategy would you employ to ensure both the individual’s growth and the team's success? A: Create a peer recognition program that incentivizes both individual achievements and collaborative successes. B: Implement a rotating team leadership model where Jamie takes on leadership roles in phases, promoting engagement. C: Initiate a 'shadow and learn' program, pairing Jamie with team members on a project basis to encourage mutual understanding. D: Designate Jamie as a subject matter expert, offering consultation to the team while continuing their solo projects. E: Develop a specialized task force with Jamie that tackles complex problems, requiring occasional cross-team collaboration.
Easy Structuring Sales Commission Compensation Strategy Sales Performance Incentivization	Try practice test
Your company, Zipp, is a mid-sized SaaS provider looking to expand its market share in a highly competitive industry. To drive this growth, the sales team's commission structure needs to be realigned to incentivize new client acquisition without neglecting existing client upsells. What commission structure could Zipp implement to balance the pursuit of new business while maintaining and growing its existing client base? A: Offer a flat commission rate for all sales, regardless of whether they are new client acquisitions or existing client upsells, to avoid any perceived bias. B: Introduce a tiered commission model that provides higher rates for new client acquisitions up to a certain quota, after which the commission rate for upsells increases. C: Implement a hybrid commission model that pays a higher percentage for new business in the first six months, then shifts the focus to upsells with increased rates thereafter. D: Establish a bonus pool that is distributed quarterly among the sales team, with bonuses allocated based on a combination of new client acquisitions and client retention rates. E: Create a differentiated commission plan that offers a higher base rate for upsells, recognizing the value of customer retention, with substantial bonuses for breaking into new markets.
Medium Claims for a new drug Xylanex Critical Thinking Evaluating Arguments Identifying Assumptions	Try practice test
A pharmaceutical company claims that their new drug, Xylanex, is highly effective in treating a specific medical condition. They provide statistical data from a clinical trial to support their claim. However, a group of scientists has raised concerns about the validity of the study design and potential bias in the data collection process. They argue that the results may be inflated and not truly representative of the drug's effectiveness. Which of the following assumptions is necessary to support the pharmaceutical company's claim? A: The clinical trial participants were randomly selected and representative of the target population. B: The scientists raising concerns have a conflict of interest and are biased against the pharmaceutical company. C: The statistical analysis of the clinical trial data was conducted by independent experts. D: The medical condition being treated by Xylanex is widespread and affects a large number of individuals. E: The pharmaceutical company has a proven track record of developing effective drugs for similar medical conditions.
Medium Emma's cafe business	Try practice test
Emma's cafe has been operating successfully for the last 6 years. Profits have been growing every year, with this year (2020) being their best year so far. As a thank you, Emma treated her staff to a meal at a Michelin star restaurant. Below are 3 statements about Emma, her staff and her cafe. Can you help us decide whether the 3 statements are "True", "Probably True", "Insufficient Data to Say True or False", "Probably False", or "False". 1. Emma's staff members are happy. 2. Emma's cafe did well in 2016. 3. Emma is rich. A: True B: False C: Probably True D: Probably False E: Insufficient Data
Medium Ivory's new startup	Try practice test
Statement: Ivory started a new startup. We know for a fact that almost all startups fail within the first 2 years. Conclusion: Ivory's startup will fail. Does the conclusion follow from the statement?
Medium Missing element	Try practice test
Which of the following figures do you think would complete the pattern shown below?
Easy Missing element	Try practice test
Which of the following figures do you think would complete the pattern shown below?

	🧐 Question	🔧 Skill
	Medium Streamlining High-Volume Technical Recruitment Recruitment Strategy Technical Assessment Process Efficiency	2 mins Talent Acquisition	Try practice test
QuantumLeap has recently posted a job listing for a Senior Software Developer role and received an overwhelming response of over 3,000 applications. With the engineering team preoccupied with urgent product development, the HR department must filter through the applications in a manner that ensures a high-quality shortlist without overtaxing the team's limited interviewing capacity. QuantumLeap values innovative problem-solving and coding efficiency, alongside a strong alignment with its proactive and collaborative company culture. Given the circumstances, what strategy should the HR team employ to effectively narrow down the candidate pool while maintaining the integrity and equity of the recruitment process? A: Launch an automated initial screening using AI-powered tools to evaluate technical skills and cultural fit indicators from the resumes, followed by a standardized coding test to further refine the candidate pool. B: Request candidates to submit a one way video pitching a solution to a common industry problem, providing insights into their communication, problem-solving skills, and creativity, which will be assessed by a panel of HR and select engineering team members. C: Organize a hackathon event where applicants can participate remotely, solving real-world problems that reflect the job's responsibilities, judged by leading engineers and HR for technical and cultural fit. D: Develop a remote multi-stage screening assessment starting with a problem-solving test followed by a timed coding test to identify top candidates for the engineering team to interview. E: Conduct an AI-driven analysis of past projects and coding samples submitted by candidates to predict future performance and cultural fit, with subsequent interviews conducted by HR for the top-scoring candidates. F: Implement a peer-review system where candidates evaluate each other’s code from a provided challenge, with HR overseeing the process to ensure it aligns with the company's collaborative culture. G: Initiate a series of technical webinars led by the engineering team, followed by an open Q&A, to gauge interest in the role. H: Require candidates to complete a comprehensive online course related to the job's tech stack, with a final exam that certifies their proficiency and readiness for the role.
	Easy Streamlining Recruitment Metrics Recruitment Metrics Data-Driven Decision Making Strategic Planning	2 mins Talent Acquisition	Try practice test
As the lead HR professional at a growing startup, you are tasked with developing a set of recruitment metrics that will help the company understand the effectiveness of its hiring process and its impact on business outcomes. Considering the need for a balance between efficiency and strategic insight, which combination of metrics would provide the most comprehensive overview without overwhelming the team with data? A: Source of Hire, Candidate Net Promoter Score, Interview-to-Offer Ratio, New Hire Performance, Diversity of New Hires B: Applicant Drop-off Rate, Time-to-Productivity, Recruitment Funnel Effectiveness, Cost of Vacancy, Staffing Agency Fees C: Time-to-Hire, Candidate Experience Rating, Hiring Manager Satisfaction, Employee Lifetime Value, Attrition Rate D: Time-to-Fill, Quality of Hire, Cost-per-Hire, Offer Acceptance Rate, Employee Turnover Rate E: Time-to-Fill, Cost-per-Hire, First-Year Attrition, Hiring Velocity, Percentage of Open Positions F: Hiring Manager Feedback, New Hire Ramp-Up Time, Offer Decline Reasons, Internal Mobility Rate, Training Investment Return G: Employee Referral Rate, Recruitment Channel Effectiveness, Time-to-Promotion, Interview Scheduling Efficiency, Pre-hire Assessment Accuracy H: Job Offer Conversion Rate, Post-hire Job Performance, Recruitment Marketing ROI, Candidate Job Fit, Talent Pool Growth
	Easy Balancing Autonomy and Team Synergy Employee Development Team Integration	2 mins Human Resource Management	Try practice test
In a fast-paced tech environment at Crafters, you are faced with the challenge of integrating individual contributors like Jamie, who are technically stellar but less inclined towards team activities. Their solitary contributions have been pivotal, yet their aloofness is creating friction within the team, which could impede collective progress. As the HR manager, your goal is to harness Jamie's potential while nurturing a collaborative team spirit. What strategy would you employ to ensure both the individual’s growth and the team's success? A: Create a peer recognition program that incentivizes both individual achievements and collaborative successes. B: Implement a rotating team leadership model where Jamie takes on leadership roles in phases, promoting engagement. C: Initiate a 'shadow and learn' program, pairing Jamie with team members on a project basis to encourage mutual understanding. D: Designate Jamie as a subject matter expert, offering consultation to the team while continuing their solo projects. E: Develop a specialized task force with Jamie that tackles complex problems, requiring occasional cross-team collaboration.
	Easy Structuring Sales Commission Compensation Strategy Sales Performance Incentivization	2 mins Human Resource Management	Try practice test
Your company, Zipp, is a mid-sized SaaS provider looking to expand its market share in a highly competitive industry. To drive this growth, the sales team's commission structure needs to be realigned to incentivize new client acquisition without neglecting existing client upsells. What commission structure could Zipp implement to balance the pursuit of new business while maintaining and growing its existing client base? A: Offer a flat commission rate for all sales, regardless of whether they are new client acquisitions or existing client upsells, to avoid any perceived bias. B: Introduce a tiered commission model that provides higher rates for new client acquisitions up to a certain quota, after which the commission rate for upsells increases. C: Implement a hybrid commission model that pays a higher percentage for new business in the first six months, then shifts the focus to upsells with increased rates thereafter. D: Establish a bonus pool that is distributed quarterly among the sales team, with bonuses allocated based on a combination of new client acquisitions and client retention rates. E: Create a differentiated commission plan that offers a higher base rate for upsells, recognizing the value of customer retention, with substantial bonuses for breaking into new markets.
	Medium Claims for a new drug Xylanex Critical Thinking Evaluating Arguments Identifying Assumptions	2 mins Critical Thinking	Try practice test
A pharmaceutical company claims that their new drug, Xylanex, is highly effective in treating a specific medical condition. They provide statistical data from a clinical trial to support their claim. However, a group of scientists has raised concerns about the validity of the study design and potential bias in the data collection process. They argue that the results may be inflated and not truly representative of the drug's effectiveness. Which of the following assumptions is necessary to support the pharmaceutical company's claim? A: The clinical trial participants were randomly selected and representative of the target population. B: The scientists raising concerns have a conflict of interest and are biased against the pharmaceutical company. C: The statistical analysis of the clinical trial data was conducted by independent experts. D: The medical condition being treated by Xylanex is widespread and affects a large number of individuals. E: The pharmaceutical company has a proven track record of developing effective drugs for similar medical conditions.
	Medium Emma's cafe business	2 mins Critical Thinking	Try practice test
Emma's cafe has been operating successfully for the last 6 years. Profits have been growing every year, with this year (2020) being their best year so far. As a thank you, Emma treated her staff to a meal at a Michelin star restaurant. Below are 3 statements about Emma, her staff and her cafe. Can you help us decide whether the 3 statements are "True", "Probably True", "Insufficient Data to Say True or False", "Probably False", or "False". 1. Emma's staff members are happy. 2. Emma's cafe did well in 2016. 3. Emma is rich. A: True B: False C: Probably True D: Probably False E: Insufficient Data
	Medium Ivory's new startup	2 mins Critical Thinking	Try practice test
Statement: Ivory started a new startup. We know for a fact that almost all startups fail within the first 2 years. Conclusion: Ivory's startup will fail. Does the conclusion follow from the statement?
	Medium Missing element	2 mins Abstract Reasoning	Try practice test
Which of the following figures do you think would complete the pattern shown below?
	Easy Missing element	2 mins Abstract Reasoning	Try practice test
Which of the following figures do you think would complete the pattern shown below?

	🧐 Question	🔧 Skill	💪 Difficulty	⌛ Time
	Streamlining High-Volume Technical Recruitment Recruitment Strategy Technical Assessment Process Efficiency	Talent Acquisition	Medium	2 mins	Try practice test
QuantumLeap has recently posted a job listing for a Senior Software Developer role and received an overwhelming response of over 3,000 applications. With the engineering team preoccupied with urgent product development, the HR department must filter through the applications in a manner that ensures a high-quality shortlist without overtaxing the team's limited interviewing capacity. QuantumLeap values innovative problem-solving and coding efficiency, alongside a strong alignment with its proactive and collaborative company culture. Given the circumstances, what strategy should the HR team employ to effectively narrow down the candidate pool while maintaining the integrity and equity of the recruitment process? A: Launch an automated initial screening using AI-powered tools to evaluate technical skills and cultural fit indicators from the resumes, followed by a standardized coding test to further refine the candidate pool. B: Request candidates to submit a one way video pitching a solution to a common industry problem, providing insights into their communication, problem-solving skills, and creativity, which will be assessed by a panel of HR and select engineering team members. C: Organize a hackathon event where applicants can participate remotely, solving real-world problems that reflect the job's responsibilities, judged by leading engineers and HR for technical and cultural fit. D: Develop a remote multi-stage screening assessment starting with a problem-solving test followed by a timed coding test to identify top candidates for the engineering team to interview. E: Conduct an AI-driven analysis of past projects and coding samples submitted by candidates to predict future performance and cultural fit, with subsequent interviews conducted by HR for the top-scoring candidates. F: Implement a peer-review system where candidates evaluate each other’s code from a provided challenge, with HR overseeing the process to ensure it aligns with the company's collaborative culture. G: Initiate a series of technical webinars led by the engineering team, followed by an open Q&A, to gauge interest in the role. H: Require candidates to complete a comprehensive online course related to the job's tech stack, with a final exam that certifies their proficiency and readiness for the role.
	Streamlining Recruitment Metrics Recruitment Metrics Data-Driven Decision Making Strategic Planning	Talent Acquisition	Easy	2 mins	Try practice test
As the lead HR professional at a growing startup, you are tasked with developing a set of recruitment metrics that will help the company understand the effectiveness of its hiring process and its impact on business outcomes. Considering the need for a balance between efficiency and strategic insight, which combination of metrics would provide the most comprehensive overview without overwhelming the team with data? A: Source of Hire, Candidate Net Promoter Score, Interview-to-Offer Ratio, New Hire Performance, Diversity of New Hires B: Applicant Drop-off Rate, Time-to-Productivity, Recruitment Funnel Effectiveness, Cost of Vacancy, Staffing Agency Fees C: Time-to-Hire, Candidate Experience Rating, Hiring Manager Satisfaction, Employee Lifetime Value, Attrition Rate D: Time-to-Fill, Quality of Hire, Cost-per-Hire, Offer Acceptance Rate, Employee Turnover Rate E: Time-to-Fill, Cost-per-Hire, First-Year Attrition, Hiring Velocity, Percentage of Open Positions F: Hiring Manager Feedback, New Hire Ramp-Up Time, Offer Decline Reasons, Internal Mobility Rate, Training Investment Return G: Employee Referral Rate, Recruitment Channel Effectiveness, Time-to-Promotion, Interview Scheduling Efficiency, Pre-hire Assessment Accuracy H: Job Offer Conversion Rate, Post-hire Job Performance, Recruitment Marketing ROI, Candidate Job Fit, Talent Pool Growth
	Balancing Autonomy and Team Synergy Employee Development Team Integration	Human Resource Management	Easy	2 mins	Try practice test
In a fast-paced tech environment at Crafters, you are faced with the challenge of integrating individual contributors like Jamie, who are technically stellar but less inclined towards team activities. Their solitary contributions have been pivotal, yet their aloofness is creating friction within the team, which could impede collective progress. As the HR manager, your goal is to harness Jamie's potential while nurturing a collaborative team spirit. What strategy would you employ to ensure both the individual’s growth and the team's success? A: Create a peer recognition program that incentivizes both individual achievements and collaborative successes. B: Implement a rotating team leadership model where Jamie takes on leadership roles in phases, promoting engagement. C: Initiate a 'shadow and learn' program, pairing Jamie with team members on a project basis to encourage mutual understanding. D: Designate Jamie as a subject matter expert, offering consultation to the team while continuing their solo projects. E: Develop a specialized task force with Jamie that tackles complex problems, requiring occasional cross-team collaboration.
	Structuring Sales Commission Compensation Strategy Sales Performance Incentivization	Human Resource Management	Easy	2 mins	Try practice test
Your company, Zipp, is a mid-sized SaaS provider looking to expand its market share in a highly competitive industry. To drive this growth, the sales team's commission structure needs to be realigned to incentivize new client acquisition without neglecting existing client upsells. What commission structure could Zipp implement to balance the pursuit of new business while maintaining and growing its existing client base? A: Offer a flat commission rate for all sales, regardless of whether they are new client acquisitions or existing client upsells, to avoid any perceived bias. B: Introduce a tiered commission model that provides higher rates for new client acquisitions up to a certain quota, after which the commission rate for upsells increases. C: Implement a hybrid commission model that pays a higher percentage for new business in the first six months, then shifts the focus to upsells with increased rates thereafter. D: Establish a bonus pool that is distributed quarterly among the sales team, with bonuses allocated based on a combination of new client acquisitions and client retention rates. E: Create a differentiated commission plan that offers a higher base rate for upsells, recognizing the value of customer retention, with substantial bonuses for breaking into new markets.
	Claims for a new drug Xylanex Critical Thinking Evaluating Arguments Identifying Assumptions	Critical Thinking	Medium	2 mins	Try practice test
A pharmaceutical company claims that their new drug, Xylanex, is highly effective in treating a specific medical condition. They provide statistical data from a clinical trial to support their claim. However, a group of scientists has raised concerns about the validity of the study design and potential bias in the data collection process. They argue that the results may be inflated and not truly representative of the drug's effectiveness. Which of the following assumptions is necessary to support the pharmaceutical company's claim? A: The clinical trial participants were randomly selected and representative of the target population. B: The scientists raising concerns have a conflict of interest and are biased against the pharmaceutical company. C: The statistical analysis of the clinical trial data was conducted by independent experts. D: The medical condition being treated by Xylanex is widespread and affects a large number of individuals. E: The pharmaceutical company has a proven track record of developing effective drugs for similar medical conditions.
	Emma's cafe business	Critical Thinking	Medium	2 mins	Try practice test
Emma's cafe has been operating successfully for the last 6 years. Profits have been growing every year, with this year (2020) being their best year so far. As a thank you, Emma treated her staff to a meal at a Michelin star restaurant. Below are 3 statements about Emma, her staff and her cafe. Can you help us decide whether the 3 statements are "True", "Probably True", "Insufficient Data to Say True or False", "Probably False", or "False". 1. Emma's staff members are happy. 2. Emma's cafe did well in 2016. 3. Emma is rich. A: True B: False C: Probably True D: Probably False E: Insufficient Data
	Ivory's new startup	Critical Thinking	Medium	2 mins	Try practice test
Statement: Ivory started a new startup. We know for a fact that almost all startups fail within the first 2 years. Conclusion: Ivory's startup will fail. Does the conclusion follow from the statement?
	Missing element	Abstract Reasoning	Medium	2 mins	Try practice test
Which of the following figures do you think would complete the pattern shown below?
	Missing element	Abstract Reasoning	Easy	2 mins	Try practice test
Which of the following figures do you think would complete the pattern shown below?

Reason #4

1200+ customers in 75 countries

Med Adaface var vi i stand til at optimere vores indledende screeningsproces med op mod 75 %, hvilket frigjorde kostbar tid for både ansættelsesledere og vores talentanskaffelsesteam!

Brandon Lee, Leder af mennesker, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment HR -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 tests

Reason #6

1 click candidate invites

Email invites: You can send candidates an email invite to the HR -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

Detailed scorecards & benchmarks

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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

Advanced Proctoring

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About the HR Online Test

Why you should use Pre-employment HR Test?

The HR -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:

Talent erhvervelsesstrategier til effektiv rekruttering
Human Resource Management Principles and Practices
Kritiske tænkningsevner til problemløsning i HR
Abstrakt resonnement til analyse af komplekse HR -scenarier
Situationel dom i HR-beslutningstagning
Konfliktstyringsteknikker i HR
Talentrørledningsstyring til fremtidige personalebehov
Performance management og evalueringsprocesser
Compensation and Benefits Administration
Medarbejderrelationer og engagementstrategier

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 HR Test?

Fundamentals for Human Resource Management
Human Resource Management Fundamentals fokuserer på de centrale principper og praksis, der er involveret i effektivt at styre en organisations arbejdsstyrke. Det omfatter områder som rekruttering, uddannelse, præstationsstyring, medarbejderforhold og overholdelse af ansættelseslovgivningen. Måling af denne færdighed i testen giver rekrutterere mulighed for at vurdere kandidaternes viden og forståelse af grundlæggende HR -koncepter.
talent erhvervelse Fundamentals
Talent Acquisition Fundamentals Centre om de strategier og teknikker, der bruges til at tiltrække, tiltrækker, Identificer og vælg de bedste kandidater til jobstillinger. Det dækker områder som jobopslag, screening, interview og træffer ansættelsesbeslutninger. Evaluering af denne færdighed i testen gør det muligt for rekrutterere at måle kandidaternes færdigheder i de vigtigste talentindsamlingsprocesser.
kritisk tænkning
kritisk tænkning involverer evnen til at analysere, evaluere og generere logiske og begrundede Argumenter. Det kræver, at enkeltpersoner indsamler og vurderer relevante oplysninger, identificerer mønstre, drager gyldige konklusioner og træffer sunde beslutninger. Evaluering af denne færdighed i testen giver rekrutterere mulighed for at bestemme kandidaternes kapacitet til problemløsning og beslutningstagning i HR-relaterede scenarier.
abstrakt ræsonnement
Abstrakt ræsonnement vurderer kandidaternes evne til at Analyser og syntetiserer komplekse oplysninger, identificerer mønstre og tegner konklusioner uden at stole på forudgående viden eller domænespecifikt indhold. Det måler enkeltpersoners egnethed til logisk ræsonnement, konceptuel tænkning og identificering af forhold mellem ikke-verbale eller symbolske elementer. Inkludering af denne færdighed i testen giver indsigt i kandidaternes kognitive evner og deres potentiale til at håndtere HR-relaterede udfordringer.
Situationsdom
Situationsvurdering Evaluerer kandidaternes evne til at vurdere og reagere korrekt til arbejdsrelaterede scenarier og dilemmaer. Det måler deres evne til at analysere situationer, overveje flere perspektiver, veje fordele og ulemper og træffe beslutninger, der er i overensstemmelse med etiske og organisatoriske overvejelser. Måling af denne færdighed i testen hjælper rekrutterere med at vurdere kandidaternes dom, problemløsning og etiske beslutningsevner i HR-sammenhænge.
Konflikthåndtering
Konflikthåndtering fokuserer på kandidaternes forståelse af konfliktopløsningsstrategier, teknikker og principper. Den vurderer deres evne til at identificere, analysere og effektivt adressere arbejdspladskonflikter, fremme konstruktiv dialog og lette positive resultater. Evaluering af denne færdighed i testen giver rekrutterere indsigt i kandidaternes konfliktløsningsevner, interpersonelle kompetencer og evnen til at fremme et harmonisk arbejdsmiljø.
talentrørledningsstyring
Talent Pipeline Management Assessment Assesmes Assesmess Assesmes Assesmes Princesses Assessment Assesces Assesces Asseses vurderer vurderinger Ens evne til at designe, udvikle og vedligeholde en robust talentpool til nuværende og fremtidige organisatoriske behov. Det omfatter aktiviteter som successionsplanlægning, talentidentifikation, karriereudviklingsinitiativer og implementering af strategier for at tiltrække og bevare medarbejdere med højt potentiale. Inkludering af denne færdighed i testen giver rekrutterere mulighed for at evaluere kandidaternes kompetence i proaktivt styring af talentrørledninger, hvilket sikrer en bæredygtig talentpool for organisatorisk vækst.
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 HR -test to be based on.
Rekruteringsproces
Interviewteknikker
Udvælgelseskriterier
Kandidatevaluering
Medarbejder onboarding
Performance management
Medarbejderengagement
Organisationskultur
Kompensation og fordele
Overholdelse af lovgivningen
Strategisk planlægning af arbejdsstyrke
Talent erhvervelsesstrategier
Jobanalyse og design
Beskæftigelses branding
Beskæftigelses egenkapital
Psykometriske vurderinger
Opfølgningsplanlægning
Træning og udvikling
Konfliktløsning
Arbejdsplads mangfoldighed
Forandringsledelse
Belønninger og anerkendelse
HR Analytics
Beskæftigelsesret
Etik og professionel adfærd
Rekrutteringsmetrik
Kompensation benchmarking
Arbejdsrelationer
Medarbejder relationer
Undersøgelser af medarbejdertilfredshed
HR -politikker og procedurer
Evaluering af jobpræstationer
Corporate Social Responsibility
Data-drevet beslutningstagning
Workforce Diversity Management
Strategier for medarbejderopbevaring
HR -budgettering
Omkostningsanalyse og kontrol
Lederudviklingsprogrammer
Medarbejdermotivationsteknikker
HR -teknologitendenser
Strategisk HR -planlægning
Måling af jobtilfredshed
Administration af medarbejderfordele
Medarbejderdisciplin
Ansættelseskontrakter
Talentvurderingsværktøjer
Programmer til håndtering af succession
Performance Appraisal Systems
Arbejdsplads sikkerhed og sundhed
Teambuilding -aktiviteter
Initiativer til balance mellem arbejdsliv og liv
HR Performance Metrics
HR outsourcing
Håndtering af medarbejdere klager
HR bedste praksis
HR -softwareløsninger

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What roles can I use the HR Test for?

HR Manager
Rekrutterer
Uddannelses- og udviklingsspecialist
HR -konsulent
HR -generalist

How is the HR 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

HR -overholdelse og juridiske regler
HRIS -implementering og datastyring
Medarbejder ombord og offboarding procedurer
Strategisk planlægning og prognoser for arbejdsstyrke
Uddannelses- og udviklingsprogrammer til forbedring af færdigheder
Succesplanlægning og talentopbevaringsstrategier
Mangfoldigheds- og inkluderingsinitiativer i HR
Ændring af styring og organisationsudvikling
Arbejdsrelationer og fagforeningsforhandlingsevner
Bestemmelser om sundheds- og sikkerhedsregler på arbejdspladsen
Strategisk HR-planlægning og målsætning

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Se prøvescorekort

Ansættelseslederne mente, at de gennem de tekniske spørgsmål, som de stillede under panelinterviewene, var i stand til at fortælle, hvilke kandidater der havde bedre score og differentieret med dem, der ikke scorede så godt. De er meget tilfreds med kvaliteten af de kandidater, der er nomineret med Adaface-screeningen.

85%

Reduktion i screeningstid

Se den fulde casestudie

HR Hiring Test Ofte stillede spørgsmål

Kan jeg kombinere flere færdigheder i en brugerdefineret vurdering?

Ja absolut. Brugerdefinerede vurderinger er oprettet baseret på din jobbeskrivelse og vil omfatte spørgsmål om alle must-have-færdigheder, du angiver.

Har du nogen anti-cheating eller proctoring-funktioner på plads?

Vi har følgende anti-cheating-funktioner på plads:

Ikke-gåbare spørgsmål
IP Proctoring
Webproctoring
Webcam Proctoring
Detektion af plagiering
Sikker browser

Læs mere om Proctoring Features.

Hvordan fortolker jeg testresultater?

Den primære ting at huske på er, at en vurdering er et elimineringsværktøj, ikke et udvælgelsesværktøj. En færdighedsvurdering er optimeret for at hjælpe dig med at eliminere kandidater, der ikke er teknisk kvalificerede til rollen, den er ikke optimeret til at hjælpe dig med at finde den bedste kandidat til rollen. Så den ideelle måde at bruge en vurdering på er at beslutte en tærskelværdi (typisk 55%, vi hjælper dig med benchmark) og inviterer alle kandidater, der scorer over tærsklen for de næste interviewrunder.

Hvilken oplevelsesniveau kan jeg bruge denne test til?

Hver Adaface -vurdering tilpasses til din jobbeskrivelse/ ideel kandidatperson (vores emneeksperter vælger de rigtige spørgsmål til din vurdering fra vores bibliotek på 10000+ spørgsmål). Denne vurdering kan tilpasses til ethvert erfaringsniveau.

Får hver kandidat de samme spørgsmål?

Ja, det gør det meget lettere for dig at sammenligne kandidater. Valgmuligheder for MCQ -spørgsmål og rækkefølgen af spørgsmål randomiseres. Vi har anti-cheating/proctoring funktioner på plads. I vores virksomhedsplan har vi også muligheden for at oprette flere versioner af den samme vurdering med spørgsmål om lignende vanskelighedsniveauer.