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About the test:

Le test psychométrique pour le placement évalue les candidats sur leurs traits de personnalité et leurs capacités cognitives grâce à des SMQ basés sur un scénario. Le test couvre les 5 grands traits de personnalité, le jugement situationnel, le raisonnement logique, le raisonnement verbal et le raisonnement spatial.

Covered skills:

  • Big 5 traits
  • Agréation
  • Extroversion d'extraversion
  • Intelligence émotionnelle
  • Compétences en communication
  • Résolution de problème
  • Réflexion stratégique
  • Conscience
  • Ouverture
  • Névrosisme
  • La gestion des conflits
  • Prise de décision
  • Gestion du temps
  • Intelligence spatiale

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9 reasons why
9 reasons why

Adaface Leadership Psychometric Assessment Test is the most accurate way to shortlist Directeurs



Reason #1

Tests for on-the-job skills

The Leadership Psychometric 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:

  • Démontrer de solides compétences en leadership
  • Posséder des compétences de communication efficaces
  • Montrer la maîtrise de la gestion des conflits
  • Présenter des capacités de résolution de problèmes
  • Démontrer de solides compétences en prise de décision
  • Afficher l'intelligence émotionnelle
  • Posséder de bonnes compétences en gestion de temps
  • Montrer des capacités de pensée stratégique
  • Démontrer l'intelligence spatiale
  • Exposer un comportement consciencieux
  • Posséder des niveaux élevés d'agrément
  • Montrer l'ouverture aux nouvelles idées et expériences
  • Présenter des caractéristiques d'extraversion-introversion
  • Posséder de fortes compétences en gestion de névrosisme
Reason #2

No trick questions

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

Ce ne sont qu'un petit échantillon de notre bibliothèque de plus de 10 000 questions. Les questions réelles à ce sujet Test psychométrique du leadership ne sera pas googleable.

🧐 Question

Medium

Email on Friday evening
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Emily spent the entire week at a client's site as part of the accounting team. Emily is just about to leave for the weekend, when she notices that there is an email from another small, but growing client that they have been working closely for the past 3 months. Emily has a good professional relationship with Rebecca, who sent the email. Rebecca has a question, which she needs an urgent response to. Answering the question in detail will require Emily to access a number of files in her own office. What should Emily do first?
A: Reply immediately that she needs more information before she can respond in detail, and that she will do it first thing on Monday morning.

B: Rebecca will have gotten an out of office (OOO) response, so she can leave it for now and respond first thing on Monday morning.

C: Call Rebecca to find out by when they need the information. If they need it right away, Emily can go to office, give the required details and provide a more detailed response on Monday.

D: Reply to the email immediately, based on the information Emily has already and assure Rebecca that she will double check and send over a more detailed response first thing on Monday.

Medium

Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning
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You are the Head of Supply Chain for a large automobile manufacturer. Your supply chain is highly globalized, with key components sourced from various international suppliers. Recently, a significant geopolitical event has caused disruption to the supply of a critical component sourced from a particular region, causing production delays. You need to quickly resolve this issue while also planning for future disruptions. How should you approach this situation?
A: Find a local supplier for the critical component, regardless of cost and quality.
B: Stockpile components to mitigate future disruptions.
C: Invest in developing the component in-house, regardless of the time and resources it may take.
D: Lobby with government bodies to prioritize your company's needs.
E: Seek alternative international suppliers, renegotiate contracts with a risk mitigation clause, and invest in dual sourcing for critical components.
F: Shift the burden to the production department to figure out how to handle the component shortage.
G: Initiate legal action against the current supplier for not fulfilling their contract.

Medium

Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making
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You are the team leader of a project team in a software development company. Your team consists of experienced and talented individuals. However, two of your team members, Alice and Bob, are frequently having disagreements, which is affecting the team's morale and overall productivity. The disagreements seem to stem from a clash in their working styles. Alice is very detail-oriented and likes to plan ahead while Bob is more spontaneous and likes to tackle problems as they come. You need to address this issue to ensure the project deadlines are met. What approach would you take?
A: They are both adults, wait for them to fix the issue by themselves. 
B: Pick the more competent team member's side and ask the other team member to adjust.
C: Have a private conversation with both Alice and Bob separately, to give feedback on their behaviors.
D: Organize team-building activities to improve team dynamics.
E: Report the situation to your manager and ask for their advice.
F: Terminate the less competent team member from the project team, and move them to another project.
G: Organize a meeting with both Alice and Bob, facilitating a discussion where they understand each other's perspectives and find a middle ground.

Easy

The Discrepancy
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You are a data analyst for a marketing agency. While reviewing the quarterly reports, you notice a discrepancy in the sales data for a major client. The total sales for the quarter, as per the report, are $200,000. However, when you add up the monthly sales data given in the same report, the total is $210,000. The senior analyst is already preparing to present this report to the client. What is your next step?
A: Immediately inform the senior analyst about the discrepancy and offer to recalculate all the data.
B: Assume it's a minor mistake and ignore it, focusing on your other tasks.
C: Cross-verify the data with the original data source before bringing it to the attention of the senior analyst.
D: Prepare an amended report and replace the existing report without informing anyone.
E: Inform the IT department about the potential data integrity issue.
F: Talk to the person who prepared the report about the discrepancy.
G: Submit a report to the senior management detailing the discrepancy.

Medium

The Medical Mix-Up
Patient Safety
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Sarah, a hospital administrator, was reviewing the medication administration records of patients. She came across a patient, Mr. Brown, who was reported to have an allergy to Penicillin. However, she noticed that the same patient was prescribed Amoxicillin for a bacterial infection. Knowing that both Penicillin and Amoxicillin are from the same drug family - beta-lactams, she should:
A: Assume the doctor knows best and ignore
B: Change the medication herself to a non-beta lactam drug
C: Contact the pharmacy to change the drug
D: Speak with the prescribing physician about the discrepancy
E: Consult the nurse who administered the medication
F: Immediately call the patient's family to inform them of the mistake
G: Report the case to a medical malpractice lawyer

Medium

Tennis Players
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A tennis coach was trying to put together a team of 4 players for a tennis championship out of 7 players. R, S, T are the male players, and W, X, Y, Z are the female players. Note that all players have equal ability, and the team needs to have atleast 2 male players. While selecting the team we need to keep in mind that all 4 players should be able to play with each other. 
 image
We also need to keep the following restrictions in mind:
- R cannot play with Y
- S cannot play with W
- T cannot play with Z
Which of the following are true:

A: S and Z cannot be in the team together.
B: T and Y cannot be in the team together.
C: T and X cannot be in the team together.

Hard

CID Agent
Logical Deduction
Pattern Recognition
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A code ("EIG AUC REO RAI COG") was sent to the criminal office by a CID agent named Batra.  However, four of the five words are fake, with only one containing the information. They also included a clue in the form of a sentence: "If I tell you any character of the code word, you will be able to tell how many vowels there are in the code word." Are you able to figure out what the code word is?
A: RAI 
B: EIG
C: AUC
D: REO
E: COG
F: None

Medium

Positive correlation
Correlation vs. Causation
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Myra is working on her thesis for which she created a scatter plot of the number of teachers and the number of college graduates for cities in Australia. She noticed a positive correlation. Which of these do you think is the probable explanation for this correlation?
A: Teachers encourage people to go to college, so an increase in the number of teachers leads to an increase in the number of college graduates. 

B: Some college graduates choose teaching as a profession after graduating, so an increase in the number of college graduates also leads to an increase in the number of teachers.

C: There are more college graduates and teachers in higher income cities, so income is a confounding variable here, make it difficult to prove causation between number of teachers and number of college graduates. 

D: Cities with a higher population have more teachers and more college graduates, so the correlation is due to a third variable (population of city).

E: The provided data is insufficient, so it is extremely difficult to establish the reason for the correlation.

F: Most college students choose non-teaching professions after graduating, which explains the correlation. 

G: In Australia, college students are encouraged by their teachers to choose teaching as a profession after graduating.

Easy

Overseas office
Inferential Reasoning
Reading Comprehension
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Your company recently opened a second office overseas. Some of the people from the original office will be relocating. All the people hired in the last six months will continue working in the original location where they were hired. Which of the following statements can be true regarding employees relocating?

Medium

China manufacturing
Economic reasoning
Cost analysis
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The cost of manufacturing phones in China is twenty percent lesser than the cost of manufacturing phones in Vietnam. Even after adding shipping fees and import taxes, it is cheaper to import phones from China to Vietnam than to manufacture phones in Vietnam. Which of the following statements is best supported by the given information. 
A: The shipping fee from China to Vietnam is more than 20% of the cost of manufacturing a phone in China.
B: The import taxes on a phone imported from China to Vietnam is less than 20% of the cost of manufacturing the phone in China. 
C: Importing phones in Vietnam will cut 20% of the manufacturing jobs in Vietnam.
D: It takes 20% more time to manufacture a phone in Vietnam than it does in China.
E: Labour costs in Vietnam are 20% higher than in China.

Medium

Commerical Premises
Reading comprehension
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A large real estate company conducted a recent study of their customers. The study was designed to uncover insights regarding the main criteria for choosing to invest in a residential property. A majority of the customers surveyed stated the 'returns profile' was their main priority, followed by 'development potential' and 'stability of income'. 'Portfolio legacy' ranked at the bottom in the list of factors. It was interesting to note that respondents were less likely to have residential holdings that formed part of mixed-use assets i.e. as an add on to commercial investment. One might assume that more investors are proactively investing in residential real estate rather than having incidental exposure via business investments. 
Based on the given passage, what can we say about the following statement?

Business owners having commercial premises often have a residential property as part of their portfolio.

Easy

Assemble Triangle
Visual assembly
Geometric Reasoning
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Which of the following set of shapes can be assembled to create the shape displayed:
 image

Easy

Odd One Out
Pattern recognition
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Shown below is a group of 4 objects, which might be rotated in different directions. One of the 4 objects is different from the other 3 in some way. Can you figure out which one?
 image

Medium

Four Blocks
Direction sense
Logical movement
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The city has been divided into 4 blocks. Block 1 in the north and Block 4 in the east of the city.
 image
A postman, who delivers the letter in the city is standing at the intersection of the two lines. The postman travels the city in the following order:

1. North-West 20 steps
2. South-West 30 steps
3. South-East 40 steps
4. North-East 50 steps
5. North-West 15 steps 
Now, find the location where the postman is standing?
A: Block 3
B: Block 2
C: Block 4
D: Block 1
E: On the line intersecting Block 1 and Block 4
F: On the line intersecting Block 3 and Block 4
🧐 Question🔧 Skill

Medium

Email on Friday evening

2 mins

Situational Judgement
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Medium

Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning

2 mins

Situational Judgement
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Medium

Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making

2 mins

Situational Judgement
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Easy

The Discrepancy

2 mins

Situational Judgement
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Medium

The Medical Mix-Up
Patient Safety

2 mins

Situational Judgement
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Medium

Tennis Players

3 mins

Logical Reasoning
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Hard

CID Agent
Logical Deduction
Pattern Recognition

3 mins

Logical Reasoning
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Medium

Positive correlation
Correlation vs. Causation

2 mins

Logical Reasoning
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Easy

Overseas office
Inferential Reasoning
Reading Comprehension

2 mins

Verbal Reasoning
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Medium

China manufacturing
Economic reasoning
Cost analysis

2 mins

Verbal Reasoning
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Medium

Commerical Premises
Reading comprehension

2 mins

Verbal Reasoning
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Easy

Assemble Triangle
Visual assembly
Geometric Reasoning

2 mins

Spatial Reasoning
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Easy

Odd One Out
Pattern recognition

2 mins

Spatial Reasoning
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Medium

Four Blocks
Direction sense
Logical movement

2 mins

Spatial Reasoning
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🧐 Question🔧 Skill💪 Difficulty⌛ Time
Email on Friday evening
Situational Judgement
Medium2 mins
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Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning
Situational Judgement
Medium2 mins
Try practice test
Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making
Situational Judgement
Medium2 mins
Try practice test
The Discrepancy
Situational Judgement
Easy2 mins
Try practice test
The Medical Mix-Up
Patient Safety
Situational Judgement
Medium2 mins
Try practice test
Tennis Players
Logical Reasoning
Medium3 mins
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CID Agent
Logical Deduction
Pattern Recognition
Logical Reasoning
Hard3 mins
Try practice test
Positive correlation
Correlation vs. Causation
Logical Reasoning
Medium2 mins
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Overseas office
Inferential Reasoning
Reading Comprehension
Verbal Reasoning
Easy2 mins
Try practice test
China manufacturing
Economic reasoning
Cost analysis
Verbal Reasoning
Medium2 mins
Try practice test
Commerical Premises
Reading comprehension
Verbal Reasoning
Medium2 mins
Try practice test
Assemble Triangle
Visual assembly
Geometric Reasoning
Spatial Reasoning
Easy2 mins
Try practice test
Odd One Out
Pattern recognition
Spatial Reasoning
Easy2 mins
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Four Blocks
Direction sense
Logical movement
Spatial Reasoning
Medium2 mins
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Reason #4

1200+ customers in 75 countries

customers in 75 countries
Brandon

Avec Adaface, nous avons pu optimiser notre processus de sélection initiale de plus de 75 %, libérant ainsi un temps précieux tant pour les responsables du recrutement que pour notre équipe d'acquisition de talents !


Brandon Lee, Chef du personnel, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Test psychométrique du leadership 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 Test psychométrique du leadership 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.

invite candidates
Reason #7

Detailed scorecards & benchmarks

Voir l'échantillon
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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.

test completion rate
Reason #9

Advanced Proctoring


Learn more

About the Leadership Psychometric Online Test

Why you should use Pre-employment Leadership Psychometric Test?

The Test psychométrique du leadership 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:

  • Comprendre et appliquer les Big 5 traits
  • Démontrer la conscience dans les tâches
  • Montrer l'agréabilité dans les collaborations d'équipe
  • Embrasser l'ouverture aux nouvelles idées
  • S'adapter à la fois à des comportements d'extraversion et d'introversion
  • Gérer le névrosisme dans des situations à haute pression
  • Développer une intelligence émotionnelle pour des relations efficaces
  • Résoudre les conflits à travers des stratégies efficaces
  • Démontrer de solides compétences en communication
  • Appliquer un raisonnement logique dans la prise de décision

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 Leadership Psychometric Test?

  • Big 5 traits

    Les traits des Big Five sont un ensemble de cinq grandes dimensions de la personnalité: l'ouverture, la conscience, l'extraversion, l'agréabilité et le névrosisme. Ces traits fournissent une compréhension de la personnalité globale d'une personne, qui peut être utile pour évaluer son ajustement pour les postes de direction.

  • Conscience

    La conscience fait référence au degré auquel une personne est organisée, responsable et fiable. Cette compétence est mesurée dans le test parce que les dirigeants qui sont consciencieux sont plus susceptibles d'être diligents dans leur travail, de suivre les engagements et de prêter attention aux détails.

  • Agmentation

    l'agréabilité est Une mesure de la façon dont une personne s'entend avec les autres et de sa tendance à être coopérative et sympathique. Cette compétence est importante pour les dirigeants car il reflète leur capacité à établir des relations positives, à résoudre les conflits et à créer une dynamique d'équipe harmonieuse.

  • L'ouverture

    L'ouverture fait référence à la réceptivité d'un individu aux nouvelles idées , expériences et perspectives. Cette compétence est mesurée dans le test car les dirigeants ouverts sont plus susceptibles d'être innovants, adaptables et disposés à considérer des approches alternatives.

  • Extraversion-introversion

    Mesures d'extraversion-introversion où Un individu tombe sur le spectre entre être sortant et sociable (extraversion) et être réservé et réfléchi (introversion). Cette compétence est importante pour les dirigeants car il peut influencer leur style de communication, sa capacité à motiver les autres et la préférence pour le travail d'équipe ou le travail indépendant.

  • Névroticisme

    Le névrosisme se réfère à la mesure dans laquelle un La personne éprouve des émotions négatives telles que l'anxiété, la dépression et l'irritabilité. Cette compétence est mesurée dans le test pour évaluer la stabilité émotionnelle d'un leader, la résilience et la capacité à gérer le stress.

  • L'intelligence émotionnelle

    L'intelligence émotionnelle comprend la capacité d'identifier, de comprendre et de gérer ses propres émotions, ainsi que pour reconnaître et sympathiser avec les émotions des autres. Cette compétence est cruciale pour les dirigeants car il leur permet de naviguer dans les interactions sociales, d'inspirer et de motiver leur équipe et de prendre des décisions émotionnellement éclairées.

  • Gestion des conflits

    La gestion des conflits implique la capacité d'identifier , Adresse et résoudre les conflits de manière constructive. Cette compétence est mesurée dans le test pour évaluer la capacité d'un leader à médier les désaccords, à favoriser la collaboration et à maintenir un environnement de travail harmonieux.

  • Compétences en communication

    Les compétences en communication se réfèrent à la capacité de efficacement transmettre des informations, des idées et des messages à d'autres. Cette compétence est essentielle pour les dirigeants car il leur permet d'articuler leur vision, de fournir des instructions claires, d'écouter activement et de nouer des relations solides.

  • prise de décision

    La prise de décision implique le processus de sélection Le meilleur plan d'action de plusieurs alternatives. Cette compétence est mesurée dans le test car il s'agit d'un aspect fondamental du leadership, reflétant la capacité d'un leader à recueillir des informations pertinentes, à analyser les options et à prendre des décisions informées et opportunes.

  • Résolution de problèmes </h4> <p > La résolution de problèmes fait référence à la capacité d'identifier, d'analyser et de résoudre des problèmes ou des défis complexes. Cette compétence est importante pour les dirigeants car ils rencontrent souvent des problèmes qui nécessitent une pensée créative, une analyse critique et des solutions innovantes. </p> <h4> Gestion du temps

    La gestion du temps est la capacité d'allouer et de hiérarchiser efficacement Il est temps de maximiser la productivité et d'atteindre les objectifs. Cette compétence est mesurée dans le test parce que les dirigeants qui excellent dans la gestion du temps sont plus susceptibles de respecter les délais, d'éviter la procrastination et de maintenir un flux de travail équilibré et efficace.

  • Pensée stratégique

    Pensée stratégique implique la capacité d'analyser les situations, d'anticiper les tendances futures et d'élaborer des plans et des stratégies à long terme. Cette compétence est cruciale pour les dirigeants car il leur permet de fixer la direction, d'aligner les objectifs et de guider leur équipe vers la réalisation des objectifs organisationnels.

  • Intelligence spatiale

    L'intelligence spatiale fait référence à la capacité de percevoir , interpréter et manipuler mentalement les informations visuelles et les relations spatiales. Cette compétence est mesurée dans le test car elle peut être utile pour les dirigeants qui ont besoin de visualiser et de communiquer des concepts, d'organiser des espaces physiques et de comprendre les cartes, les graphiques et les diagrammes.

  • 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 Test psychométrique du leadership to be based on.

    Big 5 traits
    Conscience
    Agréation
    Ouverture
    Extroversion d'extraversion
    Névrosisme
    Intelligence émotionnelle
    La gestion des conflits
    Compétences en communication
    Prise de décision
    Résolution de problème
    Gestion du temps
    Réflexion stratégique
    Intelligence spatiale
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What roles can I use the Leadership Psychometric Test for?

  • Directeur
  • Chef d'équipe
  • Chef de projet
  • Superviseur
  • Exécutif
  • Consultant
  • Directeur

How is the Leadership Psychometric 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

  • Établir des techniques de résolution de problèmes
  • Capacités efficaces de gestion du temps
  • Pensée stratégique pour les objectifs à long terme
  • Utilisation de l'intelligence spatiale dans des situations pratiques
  • Démontrer les qualités de leadership
  • Appliquer des compétences de pensée critique
  • Montrant une maîtrise de l'analyse des données
  • En utilisant des techniques de gestion de projet
  • Appliquer la créativité et l'innovation
  • Démontrer l'état d'esprit d'apprentissage continu
Singapore government logo

Les responsables du recrutement ont estimé que grâce aux questions techniques qu'ils ont posées lors des entretiens avec le panel, ils étaient en mesure de déterminer quels candidats avaient obtenu de meilleurs scores et de se différencier de ceux qui avaient obtenu de moins bons résultats. Ils sont très satisfait avec la qualité des candidats présélectionnés lors de la sélection Adaface.


85%
réduction du temps de dépistage

Leadership Psychometric Hiring Test FAQ

Puis-je combiner plusieurs compétences en une seule évaluation personnalisée?

Oui absolument. Les évaluations personnalisées sont configurées en fonction de votre description de poste et comprendront des questions sur toutes les compétences indispensables que vous spécifiez.

Avez-vous en place des fonctionnalités anti-chétion ou de proctorisation?

Nous avons les fonctionnalités anti-modification suivantes en place:

  • Questions non googléables
  • IP Proctoring
  • Proctoring Web
  • Proctoring webcam
  • Détection du plagiat
  • navigateur sécurisé

En savoir plus sur les fonctionnalités de Proctoring.

Comment interpréter les résultats des tests?

La principale chose à garder à l'esprit est qu'une évaluation est un outil d'élimination, pas un outil de sélection. Une évaluation des compétences est optimisée pour vous aider à éliminer les candidats qui ne sont pas techniquement qualifiés pour le rôle, il n'est pas optimisé pour vous aider à trouver le meilleur candidat pour le rôle. Ainsi, la façon idéale d'utiliser une évaluation consiste à décider d'un score de seuil (généralement 55%, nous vous aidons à bencher) et à inviter tous les candidats qui marquent au-dessus du seuil pour les prochains cycles d'entrevue.

Pour quel niveau d'expérience puis-je utiliser ce test?

Chaque évaluation ADAFACE est personnalisée à votre description de poste / Persona de candidats idéaux (nos experts en la matière choisiront les bonnes questions pour votre évaluation de notre bibliothèque de 10000+ questions). Cette évaluation peut être personnalisée pour tout niveau d'expérience.

Chaque candidat reçoit-il les mêmes questions?

Oui, cela vous permet de comparer les candidats. Les options pour les questions du MCQ et l'ordre des questions sont randomisées. Nous avons Anti-Cheating / Proctoring en place. Dans notre plan d'entreprise, nous avons également la possibilité de créer plusieurs versions de la même évaluation avec des questions de niveaux de difficulté similaires.

Je suis candidat. Puis-je essayer un test de pratique?

Non. Malheureusement, nous ne soutenons pas les tests de pratique pour le moment. Cependant, vous pouvez utiliser nos exemples de questions pour la pratique.

Quel est le coût de l'utilisation de ce test?

Vous pouvez consulter nos plans de prix.

Puis-je obtenir un essai gratuit?

Oui, vous pouvez vous inscrire gratuitement et prévisualiser ce test.

Je viens de déménager dans un plan payant. Comment puis-je demander une évaluation personnalisée?

Voici un guide rapide sur Comment demander une évaluation personnalisée sur Adaface.

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