Why you should use HR Test?

The Test HR 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 pozyskiwania talentów skutecznej rekrutacji Zasady i praktyki zarządzania zasobami ludzkimi Krytyczne umiejętności myślenia do rozwiązywania problemów w HR Streszczenie rozumowania analizy złożonych scenariuszy HR Sytuacyjny wyrok w podejmowaniu decyzji przez HR Techniki zarządzania konfliktami w HR Zarządzanie rurociągami talentów dla przyszłych potrzeb personelu Procesy zarządzania wydajnością i oceny Administracja odszkodowań i korzyści Stosunki pracowników i strategie zaangażowania

HR Test

Q: What topics are covered in the HR Test?

Podstawy zarządzania zasobami ludzkimi Podstawy pozyskiwania talentów Krytyczne myślenie Abstrakcyjne rozumowanie Sytuacyjny osąd Zarządzanie konfliktem Zarządzanie rurociągami talentów

About the test:

Test HR ocenia zdolność kandydata do rozwiązywania wspólnych wyzwań w miejscu pracy w personelu, dostosowywaniu zachowań pracowników do celów biznesowych oraz wykorzystania oprogramowania HR w celu zapewnienia kompleksowego wsparcia kierownictwu i personelu.

Covered skills:

Podstawy zarządzania zasobami ludzkimi
Krytyczne myślenie
Sytuacyjny osąd
Zarządzanie rurociągami talentów

Podstawy pozyskiwania talentów
Abstrakcyjne rozumowanie
Zarządzanie konfliktem

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9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist Menedżer HRs

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:

Skutecznie prowadzić działania nabycia talentów
Skutecznie zarządzaj funkcjami zasobów ludzkich
Wykazać umiejętności krytycznego myślenia w rozwiązywaniu problemów
Zastosuj abstrakcyjne rozumowanie, aby analizować złożone sytuacje
Dokonywać świadomych osądów w oparciu o kontekst sytuacyjny
Zarządzaj konfliktami w konstruktywny i uczciwy sposób
Rozwijaj i utrzymuj rurociąg talentów
Wykorzystaj podstawy zarządzania HR do podejmowania decyzji

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

To tylko niewielka próbka z naszej biblioteki ponad 10 000 pytań. Rzeczywiste pytania dotyczące tego Test HR będzie nieobowiązany.

🧐 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

Dzięki Adaface udało nam się zoptymalizować nasz proces wstępnej selekcji o ponad 75%, oszczędzając cenny czas zarówno menedżerom ds. rekrutacji, jak i naszemu zespołowi ds. pozyskiwania talentów!

Brandon Lee, Głowa Ludu, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Test HR 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 HR 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

Zobacz przykładową kartę wyników

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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 HR 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 pozyskiwania talentów skutecznej rekrutacji
Zasady i praktyki zarządzania zasobami ludzkimi
Krytyczne umiejętności myślenia do rozwiązywania problemów w HR
Streszczenie rozumowania analizy złożonych scenariuszy HR
Sytuacyjny wyrok w podejmowaniu decyzji przez HR
Techniki zarządzania konfliktami w HR
Zarządzanie rurociągami talentów dla przyszłych potrzeb personelu
Procesy zarządzania wydajnością i oceny
Administracja odszkodowań i korzyści
Stosunki pracowników i strategie zaangażowania

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?

Podstawy zarządzania zasobami ludzkimi
Podstawy zarządzania zasobami ludzkimi koncentrują się na podstawowych zasadach i praktykach związanych z skutecznym zarządzaniem siłą roboczą organizacji. Obejmuje takie obszary, jak rekrutacja, szkolenie, zarządzanie wydajnością, stosunki pracowników i zgodność z przepisami dotyczącymi zatrudnienia. Mierzenie tych umiejętności w teście pozwala rekruterom ocenić wiedzę kandydatów i zrozumienie fundamentalnych koncepcji HR.
Podstawy akwizycji talentów
Fundamery Talent Fundamentals Centra na strategie i technikach stosowanych w celu przyciągnięcia, aby przyciągnąć, aby przyciągnąć Zidentyfikuj i wybierz najlepszych kandydatów na stanowiska pracy. Obejmuje obszary takie jak publikowanie pracy, kontrole, rozmowy kwalifikacyjne i podejmowanie decyzji o zatrudnieniu. Ocena tej umiejętności w teście umożliwia rekruterom biegłość kandydatów w kluczowych procesach pozyskiwania talentów.
Krytyczne myślenie
Krytyczne myślenie wymaga zdolności do analizy, oceny i generowania logicznych i uzasadnionych argumenty. Wymaga to od osób fizycznych zebrania i oceny odpowiednich informacji, identyfikacji wzorców, wyciągania ważnych wniosków i podejmowania solidnych decyzji. Ocena tej umiejętności w teście pozwala rekruterom określić zdolność kandydatów do rozwiązywania problemów i podejmowania decyzji w scenariuszach związanych z HR.
Streszczenie rozumowanie
Streszczenie rozumowanie ocenia zdolność kandydatów do bycia Analizuj i syntetyzuj złożone informacje, identyfikuj wzorce i wyciągnij wnioski bez oparcia się na wcześniejszej wiedzy lub treści specyficznej dla domeny. Mierzy umiejętności jednostek do logicznego rozumowania, myślenia koncepcyjnego i identyfikacji relacji między elementami niewerbalnymi lub symbolicznymi. Uwzględnienie tej umiejętności w teście zapewnia wgląd w zdolności poznawcze kandydatów i ich potencjał do radzenia sobie z wyzwaniami związanymi z HR.
Sytuacyjny osąd
Sytuacyjny ocena ocenia zdolność kandydatów do oceny i reagowania odpowiednio do scenariuszy i dylematów związanych z pracą. Mierzy ich zdolność do analizy sytuacji, rozważania wielu perspektyw, ważenia zalet i wad oraz podejmowania decyzji zgodnych z względami etycznymi i organizacyjnymi. Mierzenie tych umiejętności w testach pomaga rekruterom ocenić osąd kandydatów, rozwiązywanie problemów i etyczne zdolności decyzyjne w kontekście HR.
Zarządzanie konfliktami
Zarządzanie konfliktami koncentruje się na zrozumieniu kandydatów strategii, technik i zasad rozwiązywania konfliktów. Ocenia ich zdolność do identyfikacji, analizy i skutecznego rozwiązywania konfliktów w miejscu pracy, promowaniu konstruktywnego dialogu i ułatwiania pozytywnych wyników. Ocena tej umiejętności w teście zapewnia rekruterom wgląd w umiejętności rozwiązywania konfliktów kandydatów, kompetencje interpersonalne i zdolność do wspierania harmonijnego środowiska pracy.
Zarządzanie rurociągami talentów
Oceny zarządzania rurociągami talentów Zdolność do projektowania, rozwijania i utrzymywania solidnej puli talentów dla obecnych i przyszłych potrzeb organizacyjnych. Obejmuje działania takie jak planowanie sukcesji, identyfikacja talentów, inicjatywy rozwoju kariery i strategie wdrażania w celu przyciągania i zatrzymania pracowników o wysokim potencjale. Uwzględnienie tej umiejętności w testach pozwala rekruterom ocenić kompetencje kandydatów w proaktywnie zarządzanie rurociągami talentów, zapewniając zrównoważoną pulę talentów do wzrostu organizacyjnego.
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 HR to be based on.
Proces rekrutacji
Techniki wywiadu
Kryteria wyboru
Ocena kandydata
Pracownicy na pokładzie
Zarządzanie wydajnością
Zaangażowanie pracowników
Kultura organizacyjna
Odszkodowania i świadczenia
Zgodność prawna
Strategiczne planowanie siły roboczej
Strategie pozyskiwania talentów
Analiza pracy i projektowanie
Branding Zatrudnienia
Zatrudnienie kapitałowe
Oceny psychometryczne
Planowanie sukcesji
Trening i rozwój
Rozwiązanie konfliktu
Różnorodność miejsca pracy
Zarządzanie zmianami
Nagrody i uznanie
HR Analytics
Prawo pracy
Etyka i postępowanie zawodowe
Wskaźniki rekrutacyjne
Benchmarking odszkodowania
Stosunki pracy
Relacje między pracownikami
Ankiety zadowolenia pracowników
Zasady i procedury HR
Ocena wydajności pracy
Społeczna odpowiedzialność społeczna
Podejmowanie decyzji opartych na danych
Zarządzanie różnorodnością siły roboczej
Strategie zatrzymywania pracowników
Budżetowanie HR
Analiza kosztów i kontrola
Programy rozwoju przywództwa
Techniki motywacji pracowników
Trendy technologiczne HR
Strategiczne planowanie HR
Pomiar satysfakcji z pracy
Administracja świadczeń pracowniczych
Dyscyplina pracowników
Umowy o pracę
Narzędzia do oceny talentów
Programy zarządzania sukcesją
Systemy oceny wydajności
Bezpieczeństwo i zdrowie w miejscu pracy
Działania związane z budowaniem zespołu
Inicjatywy równowagi między życiem zawodowym a prywatnym
Metryki wydajności HR
Outsourcing HR
Radzenie sobie ze skargami pracowników
Najlepsze praktyki HR
Rozwiązania oprogramowania HR

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What roles can I use the HR Test for?

Menedżer HR
Rekruter
Specjalista ds. Szkoleń i rozwoju
Konsultant HR
HR Generalist

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

Zgodność z HR i przepisy prawne
Wdrożenie HRI i zarządzanie danymi
Procedury na pokładzie i wycofywania pracowników
Strategiczne planowanie i prognozowanie siły roboczej
Programy szkoleniowe i rozwojowe dotyczące ulepszenia umiejętności
Strategie planowania sukcesji i zatrzymywania talentów
Inicjatywy różnorodności i włączenia w HR
Zarządzanie zmianami i rozwój organizacyjny
Stosunki pracy i umiejętności negocjacyjne związkowe
Prace Prace Prace Bezpieczeństwo i Bezpieczeństwo
Strategiczne planowanie HR i ustalanie celów

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Zobacz przykładową kartę wyników

Menedżerowie ds. rekrutacji mieli poczucie, że dzięki technicznym pytaniom, które zadawali podczas rozmów panelowych, byli w stanie stwierdzić, którzy kandydaci uzyskali lepsze wyniki, i odróżnić się od tych, którzy również nie uzyskali takich punktów. Oni są bardzo zadowolony z jakością kandydatów wybranych do selekcji Adaface.

85%

Zmniejszenie czasu badań przesiewowych

Zobacz pełne studium przypadku

HR Hiring Test Często zadawane pytania

Czy mogę połączyć wiele umiejętności w jedną niestandardową ocenę?

Tak, absolutnie. Oceny niestandardowe są konfigurowane na podstawie opisu stanowiska i będą zawierać pytania dotyczące wszystkich określonych umiejętności, które określasz.

Czy masz jakieś funkcje anty-cheatingowe lub proktorowe?

Mamy następujące funkcje anty-cheatingowe:

Pytania o niezgodne z nich
Proctoring IP
Proctoring Web
Proctoring kamery internetowej
Wykrywanie plagiatu
Bezpieczna przeglądarka

Przeczytaj więcej o funkcjach Proctoring.

Jak interpretować wyniki testów?

Najważniejsze, o czym należy pamiętać, jest to, że ocena jest narzędziem eliminacyjnym, a nie narzędziem wyboru. Ocena umiejętności jest zoptymalizowana, aby pomóc Ci wyeliminować kandydatów, którzy nie są technicznie zakwalifikowani do roli, nie jest zoptymalizowana, aby pomóc Ci znaleźć najlepszego kandydata do tej roli. Dlatego idealnym sposobem na wykorzystanie oceny jest podjęcie decyzji o wyniku progowym (zwykle 55%, pomagamy Ci porównać) i zaprosić wszystkich kandydatów, którzy wyniki powyżej progu na następne rundy wywiadu.

Do jakiego poziomu doświadczenia mogę użyć tego testu?

Każda ocena Adaface jest dostosowana do opisu stanowiska/ idealnego kandydującego osobowości (nasi eksperci przedmiotu będą podejmować właściwe pytania dotyczące oceny z naszej biblioteki ponad 10000 pytań). Ocenę tę można dostosować do dowolnego poziomu doświadczenia.

Czy każdy kandydat otrzymuje te same pytania?

Tak, znacznie ułatwia porównanie kandydatów. Opcje pytań MCQ i kolejność pytań są losowe. Mamy funkcje anty-cheating/proctoring. W naszym planie korporacyjnym mamy również możliwość tworzenia wielu wersji tej samej oceny z pytaniami o podobnych poziomach trudności.