Why you should use HR Test?

The Prueba de recursos humanos 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: Estrategias de adquisición de talento para un reclutamiento efectivo Principios y prácticas de gestión de recursos humanos Habilidades de pensamiento crítico para la resolución de problemas en recursos humanos Razonamiento abstracto para analizar escenarios complejos de recursos humanos Juicio situacional en la toma de decisiones de recursos humanos Técnicas de gestión de conflictos en recursos humanos Gestión de tuberías de talento para futuras necesidades de personal Procesos de gestión y evaluación del desempeño Administración de compensación y beneficios Relaciones con los empleados y estrategias de compromiso

HR Test

Q: What topics are covered in the HR Test?

Fundamentos de gestión de recursos humanos Fundamentos de adquisición de talento Pensamiento crítico Razonamiento abstracto Juicio situacional Manejo de conflictos Gestión de tuberías de talento

About the test:

La prueba de recursos humanos evalúa la capacidad de un candidato para abordar los desafíos comunes en el lugar de trabajo en la dotación de personal, alinear el comportamiento de los empleados con los objetivos comerciales y utilizar el software de recursos humanos para brindar apoyo integral a la gerencia y al personal.

Covered skills:

Fundamentos de gestión de recursos humanos
Pensamiento crítico
Juicio situacional
Gestión de tuberías de talento

Fundamentos de adquisición de talento
Razonamiento abstracto
Manejo de conflictos

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9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist Gerente de Recursos Humanoss

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:

Realizar actividades de adquisición de talento eficientemente
Gestionar efectivamente las funciones de recursos humanos
Demostrar habilidades de pensamiento crítico en la resolución de problemas
Aplicar un razonamiento abstracto para analizar situaciones complejas
Hacer juicios informados basados en el contexto situacional
Gestionar los conflictos de manera constructiva y justa
Desarrollar y mantener una tubería de talento
Utilizar los fundamentos de gestión de recursos humanos para la toma de decisiones

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

Estas son solo una pequeña muestra de nuestra biblioteca de más de 10,000 preguntas. Las preguntas reales sobre esto Prueba de recursos humanos no se puede obtener.

🧐 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

Con Adaface, pudimos optimizar nuestro proceso de selección inicial en más de un 75 %, liberando un tiempo precioso tanto para los gerentes de contratación como para nuestro equipo de adquisición de talentos.

Brandon Lee, jefe de personas, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Prueba de recursos humanos 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 Prueba de recursos humanos 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 Prueba de recursos humanos 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:

Estrategias de adquisición de talento para un reclutamiento efectivo
Principios y prácticas de gestión de recursos humanos
Habilidades de pensamiento crítico para la resolución de problemas en recursos humanos
Razonamiento abstracto para analizar escenarios complejos de recursos humanos
Juicio situacional en la toma de decisiones de recursos humanos
Técnicas de gestión de conflictos en recursos humanos
Gestión de tuberías de talento para futuras necesidades de personal
Procesos de gestión y evaluación del desempeño
Administración de compensación y beneficios
Relaciones con los empleados y estrategias de compromiso

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?

Fundamentos de gestión de recursos humanos
Los fundamentos de gestión de recursos humanos se centran en los principios y prácticas centrales involucrados en la gestión de la fuerza laboral de una organización. Aligue áreas como reclutamiento, capacitación, gestión del desempeño, relaciones con los empleados y cumplimiento de las leyes de empleo. La medición de esta habilidad en la prueba permite a los reclutadores evaluar el conocimiento y la comprensión de los candidatos de los conceptos fundamentales de recursos humanos. Identificar y seleccionar los mejores candidatos para puestos de trabajo. Cubre áreas como publicaciones de trabajo, proyección, entrevista y decisiones de contratación. Evaluar esta habilidad en la prueba permite a los reclutadores evaluar la competencia de los candidatos en los procesos clave de adquisición de talento. argumentos. Requiere que las personas recopilen y evalúen información relevante, identifiquen patrones, extraen conclusiones válidas y tomen decisiones sólidas. Evaluar esta habilidad en la prueba permite a los reclutadores determinar la capacidad de los candidatos para la resolución de problemas y la toma de decisiones en escenarios relacionados con RR. HH. Analice y sintetice información compleja, identifique patrones y dibuje inferencias sin depender del conocimiento previo o el contenido específico del dominio. Mide la aptitud de los individuos para el razonamiento lógico, el pensamiento conceptual e identificación de relaciones entre elementos no verbales o simbólicos. La inclusión de esta habilidad en la prueba proporciona información sobre las habilidades cognitivas de los candidatos y su potencial para manejar los desafíos relacionados con la RR. HH. a escenarios y dilemas relacionados con el trabajo. Mide su capacidad para analizar situaciones, considerar múltiples perspectivas, sopesar los pros y los contras y tomar decisiones que se alineen con consideraciones éticas y organizacionales. La medición de esta habilidad en la prueba ayuda a los reclutadores a evaluar el juicio de los candidatos, la resolución de problemas y las habilidades de toma de decisiones éticas en contextos de recursos humanos. de estrategias, técnicas y principios de resolución de conflictos. Evalúa su capacidad para identificar, analizar y abordar efectivamente los conflictos en el lugar de trabajo, promover el diálogo constructivo y facilitar los resultados positivos. La evaluación de esta habilidad en la prueba proporciona a los reclutadores información sobre las habilidades de resolución de conflictos de los candidatos, las competencias interpersonales y la capacidad de fomentar un entorno de trabajo armonioso.
Gestión de la tubería de talento
La gestión de la tubería de talento evalúa La capacidad de uno para diseñar, desarrollar y mantener un grupo de talento robusto para las necesidades organizativas presentes y futuras. Abarca actividades como planificación de la sucesión, identificación del talento, iniciativas de desarrollo profesional e implementación de estrategias para atraer y retener empleados de alto potencial. La inclusión de esta habilidad en la prueba permite a los reclutadores evaluar la competencia de los candidatos en la gestión de tuberías de talento de manera proactiva, asegurando un grupo de talentos sostenible para el crecimiento organizacional.
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 Prueba de recursos humanos to be based on.
Proceso de reclutamiento
Técnicas de entrevista
Criteria de selección
Evaluación de candidatos
Empleado de incorporación
Gestión del rendimiento
Participación de los empleados
Cultura organizacional
Compensación y beneficios
Cómplice legal
Planificación estratégica de la fuerza laboral
Estrategias de adquisición de talento
Análisis y diseño de trabajo
Marca de empleo
Equidad en el empleo
Evaluaciones psicométricas
Plan de sucesión
Formación y desarrollo
La resolución de conflictos
Diversidad del lugar de trabajo
Gestión del cambio
Premios y reconocimientos
Análisis de recursos humanos
Ley de Empleo
Ética y conducta profesional
Métricas de reclutamiento
Evaluación comparativa de compensación
Relaciones laborales
Relaciones laborales
Encuestas de satisfacción de los empleados
Políticas y procedimientos de recursos humanos
Evaluación del desempeño laboral
Responsabilidad social corporativa
Toma de decisiones basada en datos
Gestión de la diversidad de la fuerza laboral
Estrategias de retención de empleados
Presupuesto de recursos humanos
Análisis y control de costos
Programas de desarrollo de liderazgo
Técnicas de motivación de empleados
Tendencias tecnológicas de recursos humanos
Planificación estratégica de recursos humanos
Medición de satisfacción laboral
Administración de beneficios para empleados
Disciplina de empleados
Contratos de trabajo
Herramientas de evaluación del talento
Programas de gestión de sucesión
Sistemas de evaluación del rendimiento
Seguridad y salud en el lugar de trabajo
Actividades de construcción de equipos
Iniciativas de equilibrio entre el trabajo y la vida
Métricas de rendimiento de recursos humanos
Outsourcing de recursos humanos
Manejo de quejas de los empleados
Las mejores prácticas de recursos humanos
Soluciones de software de recursos humanos

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What roles can I use the HR Test for?

Gerente de Recursos Humanos
Reclutador
Especialista en capacitación y desarrollo
Consultor de recursos humanos
HR Generalista

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

Cumplimiento de recursos humanos y regulaciones legales
Implementación de HRIS y gestión de datos
Procedimientos de incorporación de empleados y fuera de borda
Planificación y pronóstico estratégico de la fuerza laboral
Programas de capacitación y desarrollo para la mejora de habilidades
Estrategias de planificación de sucesión y retención de talento
Iniciativas de diversidad e inclusión en recursos humanos
Gestión del cambio y desarrollo organizacional
Relaciones laborales y habilidades de negociación sindical
Regulaciones de salud y seguridad en el lugar de trabajo
Planificación estratégica de recursos humanos y establecimiento de objetivos

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Ver cuadro de mando de muestra

Los gerentes de contratación sintieron que a través de las preguntas técnicas que hicieron durante las entrevistas del panel, pudieron decir qué candidatos tenían mejores puntajes y diferenciarse de aquellos que no obtuvieron tan buenos puntajes. Ellos son altamente satisfecho con la calidad de los candidatos preseleccionados con la selección de Adaface.

85%

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HR Hiring Test Preguntas frecuentes

¿Puedo combinar múltiples habilidades en una evaluación personalizada?

Si, absolutamente. Las evaluaciones personalizadas se configuran en función de la descripción de su trabajo e incluirán preguntas sobre todas las habilidades imprescindibles que especifique.

¿Tiene alguna característica anti-trato o procuración en su lugar?

Tenemos las siguientes características anti-trate en su lugar:

Preguntas no postradas
Procuración de IP
Procedor web
Procedores de cámara web
Detección de plagio
navegador seguro

Lea más sobre las funciones de procuración.

¿Cómo interpreto los puntajes de las pruebas?

Lo principal a tener en cuenta es que una evaluación es una herramienta de eliminación, no una herramienta de selección. Una evaluación de habilidades está optimizada para ayudarlo a eliminar a los candidatos que no están técnicamente calificados para el rol, no está optimizado para ayudarlo a encontrar el mejor candidato para el papel. Por lo tanto, la forma ideal de usar una evaluación es decidir un puntaje umbral (generalmente del 55%, lo ayudamos a comparar) e invitar a todos los candidatos que obtienen un puntaje por encima del umbral para las próximas rondas de la entrevista.

¿Para qué nivel de experiencia puedo usar esta prueba?

Cada evaluación de AdaFace está personalizada para su descripción de trabajo/ persona candidata ideal (nuestros expertos en la materia elegirán las preguntas correctas para su evaluación de nuestra biblioteca de más de 10000 preguntas). Esta evaluación se puede personalizar para cualquier nivel de experiencia.

¿Cada candidato tiene las mismas preguntas?

Sí, te hace mucho más fácil comparar los candidatos. Las opciones para las preguntas de MCQ y el orden de las preguntas son aleatorizados. Tenemos características anti-trato/procuración en su lugar. En nuestro plan empresarial, también tenemos la opción de crear múltiples versiones de la misma evaluación con cuestiones de niveles de dificultad similares.