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: Talentakquisitionsstrategien für eine effektive Rekrutierung Humanressourcenmanagementprinzipien und -praktiken Kritische Denkfähigkeiten zur Problemlösung in der Personalabteilung Abstrakte Argumentation zur Analyse komplexer HR -Szenarien Situatives Urteil bei der Entscheidungsfindung der Personalabteilung Konfliktmanagementtechniken in der Personalabteilung Talent -Pipeline -Management für zukünftige Personalbedürfnisse Leistungsmanagement- und Evaluierungsprozesse Verwaltung von Vergütungs- und Leistungen Mitarbeiterbeziehungen und Engagement Strategien

HR Test

Q: What topics are covered in the HR Test?

Fundamentaldaten des Personalmanagements Grundlagen der Talentakquisition Kritisches Denken Abstrakte Begründung Situatives Urteilsvermögen Konfliktverwaltung Talent -Pipeline -Management

About the test:

Der HR -Test bewertet die Fähigkeit eines Kandidaten, die häufigen Herausforderungen am Arbeitsplatz bei der Personalabteilung, bei der Ausrichtung des Mitarbeiterverhaltens mit den Geschäftszielen und der Verwendung von HR -Software, um Management und Mitarbeitern umfassend zu unterstützen.

Covered skills:

Fundamentaldaten des Personalmanagements
Kritisches Denken
Situatives Urteilsvermögen
Talent -Pipeline -Management

Grundlagen der Talentakquisition
Abstrakte Begründung
Konfliktverwaltung

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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:

Effizient durch Talentakquisitionsaktivitäten durchführen
Effektiv verwalten Humanressourcenfunktionen
Demonstrieren Sie kritische Denkfähigkeiten bei der Problemlösung
Wenden Sie abstrakte Argumentation an, um komplexe Situationen zu analysieren
Fundierte Urteile fällen, die auf situativem Kontext basieren
Konstruktive und faire Konflikte verwalten
Entwickeln und pflegen Sie eine Talentpipeline
Nutzen Sie die Grundlagen des HR-Managements für die Entscheidungsfindung

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

Dies sind nur ein kleines Beispiel aus unserer Bibliothek mit mehr als 10.000 Fragen. Die tatsächlichen Fragen dazu HR -Test wird nichtgänger sein.

🧐 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

Mit Adaface konnten wir unseren Erstauswahlprozess um mehr als 75 % optimieren und so wertvolle Zeit sowohl für Personalmanager als auch für unser Talentakquiseteam gewinnen!

Brandon Lee, Leiter der Menschen, 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

Ansicht der Probe Scorecard

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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

Learn more

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Ansicht der Probe Scorecard

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:

Talentakquisitionsstrategien für eine effektive Rekrutierung
Humanressourcenmanagementprinzipien und -praktiken
Kritische Denkfähigkeiten zur Problemlösung in der Personalabteilung
Abstrakte Argumentation zur Analyse komplexer HR -Szenarien
Situatives Urteil bei der Entscheidungsfindung der Personalabteilung
Konfliktmanagementtechniken in der Personalabteilung
Talent -Pipeline -Management für zukünftige Personalbedürfnisse
Leistungsmanagement- und Evaluierungsprozesse
Verwaltung von Vergütungs- und Leistungen
Mitarbeiterbeziehungen und Engagement Strategien

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 für Personalmanagement
Fundamentals der Personalmanagement konzentriert sich auf die Kernprinzipien und -praktiken, die an der effektiven Verwaltung der Belegschaft eines Unternehmens effektiv verwaltet werden. Es umfasst Bereiche wie Rekrutierung, Schulung, Leistungsmanagement, Mitarbeiterbeziehungen und Einhaltung der Arbeitsgesetze. Durch die Messung dieser Fähigkeit im Test können Personalvermittler das Wissen und das Verständnis der Kandidaten von grundlegenden HR -Konzepten bewerten. Identifizieren Sie und wählen Sie die besten Kandidaten für Jobpositionen aus. Es deckt Bereiche wie Jobposting, Screening, Interviews und Treffen von Einstellungsentscheidungen ab. Durch die Bewertung dieser Fähigkeit im Test können Personalvermittler die Kenntnisse der Kandidaten in wichtigen Talentenerwerbsprozessen messen. Argumente. Es erfordert Personen, relevante Informationen zu sammeln und zu bewerten, Muster zu identifizieren, gültige Schlussfolgerungen zu ziehen und fundierte Entscheidungen zu treffen. Die Bewertung dieser Fähigkeit im Test ermöglicht es den Personalvermittlern, die Fähigkeit der Kandidaten zur Problemlösung und Entscheidungsfindung in HR-bezogenen Szenarien zu bestimmen. Analysieren und synthetisieren komplexe Informationen, identifizieren Sie Muster und ziehen Sie Schlussfolgerungen, ohne sich auf Vorwissen oder domänenspezifische Inhalte zu verlassen. Es misst die Eignung von Individuen für logisches Denken, konzeptionelles Denken und Identifizierung von Beziehungen zwischen nonverbalen oder symbolischen Elementen. Das Einbeziehen dieser Fähigkeit in den Test gibt Einblick zu arbeitsbezogenen Szenarien und Dilemmata. Es misst ihre Fähigkeit, Situationen zu analysieren, mehrere Perspektiven zu berücksichtigen, die Vor- und Nachteile abzuwägen und Entscheidungen zu treffen, die mit ethischen und organisatorischen Überlegungen übereinstimmen. Messung dieser Fähigkeit im Test hilft den Personalvermittlern, die Beurteilung der Kandidaten zu bewerten, die Fähigkeiten zur Lösung von Problemen und ethischen Entscheidungen in HR-Kontexten. von Strategien, Techniken und Prinzipien der Konfliktlösung. Es bewertet ihre Fähigkeit, Konflikte am Arbeitsplatz zu identifizieren, zu analysieren und effektiv anzugehen, konstruktiven Dialog zu fördern und positive Ergebnisse zu ermöglichen. Bewertung dieser Fähigkeit im Test bietet Personalvermittlern Einblicke in die Fähigkeiten der Konfliktlösung der Kandidaten, die zwischenmenschlichen Kompetenzen und die Fähigkeit, ein harmonisches Arbeitsumfeld zu fördern. Die Fähigkeit, einen robusten Talentpool für die gegenwärtigen und zukünftigen organisatorischen Bedürfnisse zu entwerfen, zu entwickeln und aufrechtzuerhalten. Es umfasst Aktivitäten wie Nachfolgeplanung, Talentidentifikation, Karriereentwicklungsinitiativen und Umsetzung von Strategien, um Mitarbeiter mit hohem Potenz zu gewinnen und zu halten. Die Einbeziehung dieser Fähigkeit in den Test ermöglicht es Personalvermittlern, die Kompetenz der Kandidaten bei der proaktiven Verwaltung von Talentpipelines zu bewerten und einen nachhaltigen Talentpool für organisatorisches Wachstum zu gewährleisten.
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.
Einstellungsverfahren
Interviewtechniken
Auswahlkriterium
Bewertung der Kandidaten
Mitarbeiter in Bord
Leistungsmanagement
Engagement der Mitarbeiter
Unternehmenskultur
Entgelt und Leistungen
Rechtliche Einhaltung
Strategische Belegschaftsplanung
Talentakquisitionsstrategien
Jobanalyse und Design
Beschäftigungsbranding
Equity
Psychometrische Bewertungen
Nachfolgeplanung
Ausbildung und Entwicklung
Konfliktlösung
Arbeitsplatzvielfalt
Änderungsmanagement
Belohnungen und Anerkennung
Personalanalyse
Arbeitsrecht
Ethik und professionelles Verhalten
Rekrutierungsmetriken
Vergütungsbenchmarking
Arbeitsbeziehungen
Arbeitnehmerbeziehungen
Befragte der Mitarbeiterzufriedenheit
HR -Richtlinien und -verfahren
Bewertung der Arbeitsleistung
Soziale Verantwortung des Unternehmens
Datengesteuerte Entscheidungsfindung
Personal Diversity Management
Strategien zur Aufbewahrung von Mitarbeitern
HR -Budgetierung
Kostenanalyse und Kontrolle
Führungsentwicklungsprogramme
Mitarbeitermotivationstechniken
HR -Technologie -Trends
Strategische Personalplanung
Arbeitszufriedenheit Messung
Verwaltung der Mitarbeiterleistungen
Mitarbeiterdisziplin
Arbeitsverträge
Instrumente für Talentbewertung
Nachfolgemanagementprogramme
Leistungsbewertungssysteme
Sicherheit und Gesundheit am Arbeitsplatz
Teamgeist fördernde Aktivitäten
Initiativen zur Arbeitslebensbilanz
HR -Leistungsmetriken
HR Outsourcing
Beschwerden der Mitarbeiter
HR Best Practices
HR -Softwarelösungen

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What roles can I use the HR Test for?

HR Manager
Personalvermittler
Trainings- und Entwicklungsspezialist
HR -Berater
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 -Einhaltung und gesetzliche Vorschriften
HRIS -Implementierung und Datenverwaltung
Mitarbeiter in Boarding und Offboarding -Verfahren
Strategische Belegschaftsplanung und Prognose
Schulungs- und Entwicklungsprogramme zur Verbesserung der Fähigkeiten
Nachfolgeplanungs- und Talentbindungstrategien
Initiativen zur Vielfalt und Inklusion in der Personalabteilung
Änderungsmanagement und Organisationsentwicklung
Arbeitsbeziehungen und Gewerkschaftsverhandlungsfähigkeiten
Gesundheits- und Sicherheitsvorschriften am Arbeitsplatz
Strategische Personalplanung und Zielsetzung

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Ansicht der Probe Scorecard

Die Personalmanager hatten das Gefühl, dass sie durch die technischen Fragen, die sie während der Panel-Interviews stellten, erkennen konnten, welche Kandidaten bessere Ergebnisse erzielten, und sie von denen unterscheiden konnten, die nicht so gut abschnitten. Sie sind Sehr zufrieden mit der Qualität der Kandidaten, die beim Adaface-Screening in die engere Auswahl kommen.

85%

Verringerung der Screening -Zeit

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HR Hiring Test FAQs

Kann ich mehrere Fähigkeiten zu einer benutzerdefinierten Bewertung kombinieren?

Ja absolut. Basierend auf Ihrer Stellenbeschreibung werden benutzerdefinierte Bewertungen eingerichtet und enthalten Fragen zu allen von Ihnen angegebenen Must-Have-Fähigkeiten.

Haben Sie Anti-Cheating- oder Proctoring-Funktionen?

Wir haben die folgenden Anti-Cheating-Funktionen:

Nicht-Googling-Fragen
IP -Verbreitung
Web -Verbreitung
Webcam -Proctoring
Plagiaterkennung
sicherer Browser

Lesen Sie mehr über die Proctoring -Funktionen.

Wie interpretiere ich die Testergebnisse?

Die wichtigste Sache, die Sie beachten sollten, ist, dass eine Bewertung ein Eliminierungswerkzeug ist, kein Auswahlwerkzeug. Eine Bewertung der Qualifikationsbewertung wird optimiert, um Ihnen zu helfen, Kandidaten zu beseitigen, die technisch nicht für die Rolle qualifiziert sind. Sie ist nicht optimiert, um Ihnen dabei zu helfen, den besten Kandidaten für die Rolle zu finden. Die ideale Möglichkeit, eine Bewertung zu verwenden, besteht also darin, einen Schwellenwert zu entscheiden (in der Regel 55%, wir helfen Ihnen bei der Benchmark) und alle Kandidaten einladen, die für die nächsten Interviewrunden über dem Schwellenwert punkten.

Für welche Erfahrung kann ich diesen Test verwenden?

Jede Adaface -Bewertung ist an Ihre Stellenbeschreibung/ ideale Kandidatenpersönlichkeit angepasst (unsere Experten für Fache werden die richtigen Fragen für Ihre Bewertung aus unserer Bibliothek mit über 10000 Fragen auswählen). Diese Einschätzung kann für jede Erfahrungsstufe angepasst werden.

Bekommt jeder Kandidat die gleichen Fragen?

Ja, es macht es Ihnen viel einfacher, Kandidaten zu vergleichen. Optionen für MCQ -Fragen und die Reihenfolge der Fragen werden randomisiert. Wir haben Anti-Cheating/Proctoring Funktionen. In unserem Unternehmensplan haben wir auch die Möglichkeit, mehrere Versionen derselben Bewertung mit Fragen mit ähnlichen Schwierigkeitsgraden zu erstellen.