Adaface Public Aptitude Questions

Types of Aptitude Questions to expect at Adaface:

The following statements describe the type of Aptitude questions one can expect when using Adaface's pre-assessment tool:

• Practical implication based Aptitude questions
• Real on-the-job scenario-based Aptitude problems
• Evaluations to test analytical thinking while solving problems
• Progressive difficulty based Aptitude problems

What Topics are Adaface Aptitude questions based on:

Adaface Aptitude questions are designed by experts in Aptitude to test for on-the-job skills. Some of the popular topics the questions will cover are:

• Volume, Surface and Area
• Simple Interest
• Simplification
• Stocks & Shares
• H.C.F. and L.C.M of Numbers
• Heights & Distances
• Logarithms
• Operations on Numbers
• Partnership
• Percentage
• Allegation of Mixture
• Area
• Average
• Banker's Discount
• Boats & Streams
• Calendar
• Chain Rule
• Problems on Train
• Profit and Loss
• Races and Games of Skill
• Ratio and Proportion
• Time and Distance
• Time and Work
• True Discount
• Permutations and Combinations
• Pipes and Cisterns
• Problems on Ages
• Problems on Numbers
• Clocks
• Compound Interest
• Decimal Fractions

How are Adaface Aptitude questions customized?

• Adaface Aptitude questions are customized for different difficulty levels and solving durations
• Customized to assess Ideal candidate personas for right jobs
• Tests for specific on-the-job Aptitude skills
• Non-googleable questions to prevent cheating during tests

Do’s and Don’ts of selecting Aptitude questions for assessments:

Do’s:

• Use diversified questions from varied Aptitude topics to test the skill range of candidates
• Utilize questions of different difficulty levels to test candidates
• Include questions that are related to on-the-job skill requirements
• Pick questions that are relevant for the experience level you are targeting
• Make sure the questions can be understood by a non-native English speaker (easy-to-read questions because programmers should spend time solving the question, not understanding it)
• Ensure that the questions have a granular (non-binary) scoring
• Use aptly timed assessments that can be fulfilled within 45-60 mins to make the most optimal use of the time utilized

Don’ts:

• Avoid using trick questions to test the candidates as they are ineffective in testing their on-the-job skills
• Avoid using lengthy questions as they do not provide an ideal scenario to test the candidates
• Avoid unnecessary puzzle trends as they are ineffective in assessing the skills required for the job
• Avoid questions that test very niche concepts that a strong candidate might or might not have come across on-the-job
• Do not include unnecessarily difficult questions that might or might not test the candidates potential