Why you should use Statistics Test?

The Statistiktest 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: Verständnis der Grundlagen der Statistik Fähigkeit, Inferenztechniken wie P-Werte und Konfidenzintervalle anzuwenden Kenntnis der Datenabtastmethoden Kenntnisse in der Regressionsanalyse Verständnis von Stichprobenverteilungen Fähigkeit zur Durchführung von explorativen Datenanalysen Kenntnis der nichtparametrischen Statistiken Geschicklichkeit in Wahrscheinlichkeitsberechnungen Kenntnisse in der Datenanalyse Erfahrung mit statistischen Softwarepaketen

Statistics Test

Q: What topics are covered in the Statistics Test?

Statistik Grundlagen Inferenz: P-Werte und Konfidenzintervalle Datenabtastung Regression Abtastverteilungen Explorationsdatenanalyse Nicht parametrische Statistiken Wahrscheinlichkeit Datenanalyse

About the test:

Der Online -Test der Statistik bewertet das Verständnis und die Fähigkeiten eines Kandidaten in statistischen Konzepten und Analysen. Es deckt Themen wie statistische Methoden, Datenanalyse, numerisches Denken und quantitative Eignung ab.

Covered skills:

Statistik Grundlagen
Datenabtastung
Abtastverteilungen
Nicht parametrische Statistiken
Datenanalyse

Inferenz: P-Werte und Konfidenzintervalle
Regression
Explorationsdatenanalyse
Wahrscheinlichkeit

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9 reasons why

Adaface Statistics Assessment Test is the most accurate way to shortlist Statistikers

Reason #1

Tests for on-the-job skills

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

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

Grundlegende Konzepte und Prinzipien der Statistik verstehen
Anwendung statistischer Techniken zur Analyse von Daten und zum Abziehen von Schlussfolgerungen
Interpretation von P-Werten und Konfidenzintervallen, um Rückschlüsse zu ziehen
Stichprobendaten und Verständnis von Stichprobenverteilungen
Verwenden der Regressionsanalyse zur Analyse von Beziehungen zwischen Variablen
Durchführung der explorativen Datenanalyse, um Muster und Trends zu verstehen
Anwendung nicht parametrischer Statistiken für die Datenanalyse
Wahrscheinlichkeitstheorie und ihre Anwendungen verstehen
Analyse von Daten mithilfe verschiedener Datenanalysetechniken

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 Statistiktest wird nichtgänger sein.

🧐 Question
Easy Frequency distribution	Solve
Convert the following into an ordinary frequency distribution: - 5 users gave less than 3 rating - 12 users gave less than 6 rating - 25 users gave less than 9 ratings - 33 users get less than 12 ratings
Medium Green or red balls	Solve
A bag contains 5 red balls, 6 yellow balls and 3 green balls. If two balls are picked at random, what is the probability that both are red or both are green in colour?
Hard Square points and Circle	Solve
What is the probability that two uniformly random points in the square are such that center of the square lies in the circle formed by taking the points as diameter
Medium Hiring Developer Skewed Data Graph	Solve
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
Medium Negative correlation	Solve
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

	🧐 Question	🔧 Skill
	Easy Frequency distribution	3 mins Statistics	Solve
Convert the following into an ordinary frequency distribution: - 5 users gave less than 3 rating - 12 users gave less than 6 rating - 25 users gave less than 9 ratings - 33 users get less than 12 ratings
	Medium Green or red balls	2 mins Probability	Solve
A bag contains 5 red balls, 6 yellow balls and 3 green balls. If two balls are picked at random, what is the probability that both are red or both are green in colour?
	Hard Square points and Circle	3 mins Probability	Solve
What is the probability that two uniformly random points in the square are such that center of the square lies in the circle formed by taking the points as diameter
	Medium Hiring Developer Skewed Data Graph	3 mins Data Analysis	Solve
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
	Medium Negative correlation	2 mins Data Analysis	Solve
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

	🧐 Question	🔧 Skill	💪 Difficulty	⌛ Time
	Frequency distribution	Statistics	Easy	3 mins	Solve
Convert the following into an ordinary frequency distribution: - 5 users gave less than 3 rating - 12 users gave less than 6 rating - 25 users gave less than 9 ratings - 33 users get less than 12 ratings
	Green or red balls	Probability	Medium	2 mins	Solve
A bag contains 5 red balls, 6 yellow balls and 3 green balls. If two balls are picked at random, what is the probability that both are red or both are green in colour?
	Square points and Circle	Probability	Hard	3 mins	Solve
What is the probability that two uniformly random points in the square are such that center of the square lies in the circle formed by taking the points as diameter
	Hiring Developer Skewed Data Graph	Data Analysis	Medium	3 mins	Solve
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
	Negative correlation	Data Analysis	Medium	2 mins	Solve
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

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 Statistiktest 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 Statistiktest 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 Statistics Online Test

Why you should use Pre-employment Statistics Test?

The Statistiktest 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:

Verständnis der Grundlagen der Statistik
Fähigkeit, Inferenztechniken wie P-Werte und Konfidenzintervalle anzuwenden
Kenntnis der Datenabtastmethoden
Kenntnisse in der Regressionsanalyse
Verständnis von Stichprobenverteilungen
Fähigkeit zur Durchführung von explorativen Datenanalysen
Kenntnis der nichtparametrischen Statistiken
Geschicklichkeit in Wahrscheinlichkeitsberechnungen
Kenntnisse in der Datenanalyse
Erfahrung mit statistischen Softwarepaketen

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

What topics are covered in the Statistics Test?

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 Statistiktest to be based on.
Beschreibende Statistik
Maße der zentralen Tendenz
Dispersionsmaßnahmen
Korrelationsanalyse
Hypothesentest
Vertrauensintervalle
Parametrische Tests
Nicht parametrische Tests
Probenahmetechniken
Einfache lineare Regression
Multiple Regression
ANOVA (Varianzanalyse)
Chi-Quadrat-Test
Zeitreihenanalyse
Explorationsdatenanalysetechniken
Ausreißererkennung
Datenvisualisierung
Wahrscheinlichkeitsverteilungen
Bedingte Wahrscheinlichkeit
Zufällige Variablen
Bayes'sche Statistik
Statistische Inferenz
Statistische Modellierung
Data Mining -Techniken
Statistische Software
Dateninterpretation
Statistische Berichterstattung
Quantitative Methoden
Statistische Signifikanz
Datenvalidierung

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What roles can I use the Statistics Test for?

Statistiker
Daten Analyst
Datenwissenschaftler
Quantitativer Analytiker
Business Analyst
Finanzanalyst
Grafikdesigner
Kognitiver Wissenschaftler

How is the Statistics Test customized for senior candidates?

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

Fähigkeit, statistische Ergebnisse zu interpretieren
Verständnis des experimentellen Designs
Kenntnis der Hypothesenprüfung
Kenntnisse in ANOVA
Fähigkeit, Zeitreihendaten zu analysieren
Verständnis der statistischen Modellierungstechniken
Kenntnis der Vorhersageanalyse
Kenntnisse in der Datenvisualisierung
Fähigkeit, fehlende Daten zu handhaben
Erfahrung mit Algorithmen für maschinelles Lernen

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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

Volle Fallstudie anzeigen

Statistics 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.