Why you should use HR Test?

The Test delle risorse umane 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: Strategie di acquisizione dei talenti per un reclutamento efficace Principi e pratiche di gestione delle risorse umane Capacità di pensiero critico per la risoluzione dei problemi nelle risorse umane Ragionamento astratto per analizzare scenari complessi delle risorse umane Giudizio situazionale nel processo decisionale delle risorse umane Tecniche di gestione dei conflitti nelle risorse umane Gestione della pipeline di talenti per le future esigenze di personale Processi di gestione e valutazione delle prestazioni Amministrazione di compensazione e prestazioni Relazioni dei dipendenti e strategie di coinvolgimento

HR Test

Q: What topics are covered in the HR Test?

Fondamenti di gestione delle risorse umane Fondamenti di acquisizione di talenti Pensiero critico Ragionamento astratto Giudizio situazionale Gestione dei conflitti Gestione della pipeline di talenti

About the test:

Il test delle risorse umane valuta la capacità di un candidato di affrontare le comuni sfide sul posto di lavoro nel personale, allineando il comportamento dei dipendenti con gli obiettivi aziendali e utilizzando il software per le risorse umane per fornire supporto completo alla gestione e al personale.

Covered skills:

Fondamenti di gestione delle risorse umane
Pensiero critico
Giudizio situazionale
Gestione della pipeline di talenti

Fondamenti di acquisizione di talenti
Ragionamento astratto
Gestione dei conflitti

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9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist Manager delle Risorse Umanes

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:

Condurre in modo efficiente le attività di acquisizione di talenti
Gestire efficacemente le funzioni delle risorse umane
Dimostrare capacità di pensiero critico nella risoluzione dei problemi
Applicare il ragionamento astratto per analizzare situazioni complesse
Esprimere giudizi informati basati sul contesto situazionale
Gestire i conflitti in modo costruttivo ed equo
Sviluppare e mantenere una pipeline di talenti
Utilizzare i fondamenti della gestione delle risorse umane per il processo decisionale

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

Questi sono solo un piccolo campione della nostra biblioteca di oltre 10.000 domande. Le domande reali su questo Test delle risorse umane sarà non googleabile.

🧐 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 siamo stati in grado di ottimizzare il nostro processo di screening iniziale fino al 75%, liberando tempo prezioso sia per i responsabili delle assunzioni che per il nostro team di acquisizione dei talenti!

Brandon Lee, Capo del Popolo, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Test delle risorse umane 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 delle risorse umane 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

Visualizza la scorecard campione

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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 Test delle risorse umane 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:

Strategie di acquisizione dei talenti per un reclutamento efficace
Principi e pratiche di gestione delle risorse umane
Capacità di pensiero critico per la risoluzione dei problemi nelle risorse umane
Ragionamento astratto per analizzare scenari complessi delle risorse umane
Giudizio situazionale nel processo decisionale delle risorse umane
Tecniche di gestione dei conflitti nelle risorse umane
Gestione della pipeline di talenti per le future esigenze di personale
Processi di gestione e valutazione delle prestazioni
Amministrazione di compensazione e prestazioni
Relazioni dei dipendenti e strategie di coinvolgimento

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?

Fondamenti di gestione delle risorse umane
Fondamenti di gestione delle risorse umane si concentra sui principi e le pratiche fondamentali coinvolti nella gestione efficace della forza lavoro di un'organizzazione. Comprende aree come il reclutamento, la formazione, la gestione delle prestazioni, le relazioni con i dipendenti e il rispetto delle leggi sull'occupazione. La misurazione di questa abilità nel test consente ai reclutatori di valutare la conoscenza e la comprensione dei candidati dei candidati.
Fondamenti di acquisizione di talenti
Fondamenti di acquisizione dei talenti incentrati sulle strategie e le tecniche utilizzate per attrarre. Identifica e seleziona i migliori candidati per le posizioni lavorative. Copre aree come l'avvio di posti di lavoro, lo screening, l'intervista e la presa di decisioni di assunzione. La valutazione di questa abilità nel test consente ai reclutatori di valutare la competenza dei candidati nei principali processi di acquisizione dei talenti.
Pensiero critico
Il pensiero critico comporta la capacità di analizzare, valutare e generare logico e ragionato argomenti. Richiede alle persone di raccogliere e valutare le informazioni pertinenti, identificare i modelli, trarre conclusioni valide e prendere decisioni valide. Valutare questa abilità nel test consente ai reclutatori di determinare la capacità dei candidati per la risoluzione dei problemi e il processo decisionale negli scenari correlati alle risorse umane. Analizzare e sintetizzare informazioni complesse, identificare i modelli e tracciare inferenze senza fare affidamento sulla conoscenza preliminare o sul contenuto specifico del dominio. Misura l'attitudine degli individui per il ragionamento logico, il pensiero concettuale e l'identificazione delle relazioni tra elementi non verbali o simbolici. Includere questa abilità nel test fornisce informazioni sulle capacità cognitive dei candidati e il loro potenziale per gestire le sfide legate alle risorse umane.
Giudizio situazionale
Il giudizio situazionale valuta la capacità dei candidati di valutare e rispondere in modo adeguato in modo appropriato in modo appropriato a scenari e dilemmi legati al lavoro. Misura la loro capacità di analizzare le situazioni, considerare molteplici prospettive, pesare i pro e i contro e prendere decisioni che si allineano con considerazioni etiche e organizzative. La misurazione di questa abilità nel test aiuta i reclutatori a valutare il giudizio dei candidati, la risoluzione dei problemi e le capacità decisionali etiche nei contesti delle risorse umane. di strategie, tecniche e principi di risoluzione dei conflitti. Valuta la loro capacità di identificare, analizzare e affrontare efficacemente i conflitti sul posto di lavoro, promuovere il dialogo costruttivo e facilitare risultati positivi. La valutazione di questa abilità nel test fornisce ai reclutatori approfondimenti sulle capacità di risoluzione dei conflitti dei candidati, le competenze interpersonali e la capacità di favorire un ambiente di lavoro armonioso. La capacità di progettare, sviluppare e mantenere un solido pool di talenti per le esigenze organizzative presenti e future. Comprende attività come la pianificazione della successione, l'identificazione dei talenti, le iniziative di sviluppo della carriera e l'implementazione di strategie per attrarre e trattenere dipendenti ad alto potenziale. Includere questa abilità nel test consente ai reclutatori di valutare la competenza dei candidati nella gestione in modo proattivo dei talenti, garantendo un pool di talenti sostenibili per la crescita organizzativa.
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 delle risorse umane to be based on.
Processo di reclutamento
Tecniche di intervista
Criteri di selezione
Valutazione dei candidati
Onboarding dei dipendenti
Gestione delle prestazioni
Coinvolgimento dei dipendenti
Cultura organizzativa
Compensazione e benefici
Conformità legale
Pianificazione strategica della forza lavoro
Strategie di acquisizione dei talenti
Analisi e progettazione del lavoro
Branding di lavoro
Equità dell'occupazione
Valutazioni psicometriche
Piani di successione
Allenamento e sviluppo
Risoluzione del conflitto
Diversità sul posto di lavoro
Cambio gestione
Premi e riconoscimento
Analisi delle risorse umane
Diritto del lavoro
Etica e condotta professionale
Metriche di reclutamento
Benchmarking di compensazione
Rapporti di lavoro
Relazioni dei dipendenti
Sondaggi sulla soddisfazione dei dipendenti
Politiche e procedure delle risorse umane
Valutazione delle prestazioni lavorative
Responsabilità sociale delle imprese
Processo decisionale basato sui dati
Gestione della diversità della forza lavoro
Strategie di conservazione dei dipendenti
Budget delle risorse umane
Analisi dei costi e controllo
Programmi di sviluppo della leadership
Tecniche di motivazione dei dipendenti
Tendenze tecnologiche delle risorse umane
Pianificazione strategica delle risorse umane
Misurazione della soddisfazione professionale
Amministrazione dei benefici per i dipendenti
Disciplina dei dipendenti
Contratti di lavoro
Strumenti di valutazione dei talenti
Programmi di gestione della successione
Sistemi di valutazione delle prestazioni
Sicurezza del lavoro e salute
Attività di team building
Iniziative di equilibrio tra lavoro e vita privata
Metriche per le prestazioni delle risorse umane
Outsourcing delle risorse umane
Gestione delle lamentele dei dipendenti
Best practice delle risorse umane
Soluzioni software per le risorse umane

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What roles can I use the HR Test for?

Manager delle Risorse Umane
Reclutatore
Specialista di formazione e sviluppo
Consulente per le risorse umane
Generalista delle risorse umane

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

Conformità delle risorse umane e regolamenti legali
Implementazione e gestione dei dati HRIS
Procedure di onboarding e offombo dei dipendenti
Pianificazione e previsione della forza lavoro strategica
Programmi di formazione e sviluppo per il miglioramento delle competenze
Strategie di pianificazione della successione e di conservazione dei talenti
Iniziative di diversità e inclusione nelle risorse umane
Gestione del cambiamento e sviluppo organizzativo
Relazioni del lavoro e capacità di negoziazione sindacale
Regolamenti sulla salute e sulla sicurezza sul lavoro
Pianificazione strategica delle risorse umane e set di obiettivi

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Visualizza la scorecard campione

I responsabili delle assunzioni hanno ritenuto che, attraverso le domande tecniche poste durante le interviste del panel, erano in grado di individuare quali candidati avevano ottenuto i punteggi migliori e di differenziarli da quelli che non avevano ottenuto altrettanto punteggio. Sono altamente soddisfatto con la qualità dei candidati selezionati con lo screening Adaface.

85%

Riduzione del tempo di screening

Visualizza il caso di studio completo

HR Hiring Test Domande frequenti

Posso combinare più competenze in una valutazione personalizzata?

Si assolutamente. Le valutazioni personalizzate sono impostate in base alla descrizione del tuo lavoro e includeranno domande su tutte le competenze indispensabili che specificate.

Hai in atto delle caratteristiche anti-cheat o procuratore?

Abbiamo in atto le seguenti caratteristiche anti-cheat:

Domande non googiche
Proctoring IP
procuratore web
Proctor di webcam
Rilevamento del plagio
Sicuro browser

Leggi di più sulle caratteristiche di procuratore.

Come interpreto i punteggi dei test?

La cosa principale da tenere a mente è che una valutazione è uno strumento di eliminazione, non uno strumento di selezione. Una valutazione delle competenze è ottimizzata per aiutarti a eliminare i candidati che non sono tecnicamente qualificati per il ruolo, non è ottimizzato per aiutarti a trovare il miglior candidato per il ruolo. Quindi il modo ideale per utilizzare una valutazione è decidere un punteggio di soglia (in genere il 55%, ti aiutiamo a benchmark) e invitiamo tutti i candidati che segnano al di sopra della soglia per i prossimi round di intervista.

Per quale livello di esperienza posso usare questo test?

Ogni valutazione di Adaface è personalizzata per la descrizione del tuo lavoro/ personaggio del candidato ideale (i nostri esperti in materia sceglieranno le domande giuste per la tua valutazione dalla nostra biblioteca di oltre 10000 domande). Questa valutazione può essere personalizzata per qualsiasi livello di esperienza.

Ogni candidato riceve le stesse domande?

Sì, ti rende molto più facile confrontare i candidati. Le opzioni per le domande MCQ e l'ordine delle domande sono randomizzate. Abbiamo anti-cheatri/procuratore in atto. Nel nostro piano aziendale, abbiamo anche la possibilità di creare più versioni della stessa valutazione con questioni di difficoltà simili.