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About the test:

O teste de RH avalia a capacidade de um candidato de enfrentar desafios comuns no local de trabalho no pessoal, alinhando o comportamento dos funcionários com as metas de negócios e utilizando o software de RH para fornecer suporte abrangente ao gerenciamento e à equipe.

Covered skills:

  • Fundamentos de gestão de recursos humanos
  • Pensamento crítico
  • Julgamento situacional
  • Gerenciamento de pipeline de talentos
  • Fundamentos de aquisição de talentos
  • Raciocínio abstrato
  • Conflito de gestão

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9 reasons why
9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist Gestor de RHs



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:

  • Conduzir com eficiência atividades de aquisição de talentos
  • Gerenciar efetivamente funções de recursos humanos
  • Demonstrar habilidades de pensamento crítico na solução de problemas
  • Aplicar raciocínio abstrato para analisar situações complexas
  • Faça julgamentos informados com base no contexto situacional
  • Gerenciar conflitos de maneira construtiva e justa
  • Desenvolver e manter um pipeline de talentos
  • Utilize fundamentos de gerenciamento de RH para tomada de decisão
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

Estes são apenas uma pequena amostra da nossa biblioteca de mais de 10.000 perguntas. As perguntas reais sobre isso Teste de RH será não-googleable.

🧐 Question

Medium

Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency
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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
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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
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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
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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
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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
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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. 
 image
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
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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
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Which of the following figures do you think would complete the pattern shown below?
 image
 image

Easy

Missing element
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Which of the following figures do you think would complete the pattern shown below?
 image
🧐 Question🔧 Skill

Medium

Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency

2 mins

Talent Acquisition
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Easy

Streamlining Recruitment Metrics
Recruitment Metrics
Data-Driven Decision Making
Strategic Planning

2 mins

Talent Acquisition
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Easy

Balancing Autonomy and Team Synergy
Employee Development
Team Integration

2 mins

Human Resource Management
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Easy

Structuring Sales Commission
Compensation Strategy
Sales Performance
Incentivization

2 mins

Human Resource Management
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Medium

Claims for a new drug Xylanex
Critical Thinking
Evaluating Arguments
Identifying Assumptions

2 mins

Critical Thinking
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Medium

Emma's cafe business

2 mins

Critical Thinking
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Medium

Ivory's new startup

2 mins

Critical Thinking
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Medium

Missing element

2 mins

Abstract Reasoning
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Easy

Missing element

2 mins

Abstract Reasoning
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🧐 Question🔧 Skill💪 Difficulty⌛ Time
Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency
Talent Acquisition
Medium2 mins
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Streamlining Recruitment Metrics
Recruitment Metrics
Data-Driven Decision Making
Strategic Planning
Talent Acquisition
Easy2 mins
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Balancing Autonomy and Team Synergy
Employee Development
Team Integration
Human Resource Management
Easy2 mins
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Structuring Sales Commission
Compensation Strategy
Sales Performance
Incentivization
Human Resource Management
Easy2 mins
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Claims for a new drug Xylanex
Critical Thinking
Evaluating Arguments
Identifying Assumptions
Critical Thinking
Medium2 mins
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Emma's cafe business
Critical Thinking
Medium2 mins
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Ivory's new startup
Critical Thinking
Medium2 mins
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Missing element
Abstract Reasoning
Medium2 mins
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Missing element
Abstract Reasoning
Easy2 mins
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Reason #4

1200+ customers in 75 countries

customers in 75 countries
Brandon

Com o Adaface, conseguimos otimizar nosso processo de seleção inicial em mais de 75%, liberando um tempo precioso tanto para os gerentes de contratação quanto para nossa equipe de aquisição de talentos!


Brandon Lee, Chefe de Pessoas, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Teste de RH 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 Teste de RH 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

Ver Scorecard de amostra
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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 HR Online Test

Why you should use Pre-employment HR Test?

The Teste de RH 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:

  • Estratégias de aquisição de talentos para recrutamento eficaz
  • Princípios e práticas de gerenciamento de recursos humanos
  • Habilidades de pensamento crítico para solução de problemas no RH
  • Raciocínio abstrato para analisar cenários complexos de RH
  • Julgamento situacional na tomada de decisão de RH
  • Técnicas de gerenciamento de conflitos em RH
  • Gerenciamento de pipeline de talentos para futuras necessidades de pessoal
  • Gerenciamento de desempenho e processos de avaliação
  • Administração de compensação e benefícios
  • RELAÇÕES DE FUNCIONÁRIO E ESTRATÉGIAS DE ENVOLVIMENTO

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?

  • 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 Teste de RH to be based on.

    Processo de recrutamento
    Técnicas de entrevista
    Critério de seleção
    Avaliação de candidatos
    Funcionário integrado
    Gerenciamento de desempenho
    envolvimento dos funcionários
    Cultura organizacional
    Compensação e benefícios
    Conformidade legal
    Planejamento estratégico da força de trabalho
    Estratégias de aquisição de talentos
    Análise e design de trabalho
    Marca de emprego
    Equidade de emprego
    Avaliações psicométricas
    Planejamento de sucessão
    Treinamento e desenvolvimento
    Resolução de conflitos
    Diversidade no local de trabalho
    Mudar a gestão
    Recompensas e reconhecimento
    Análise de RH
    Lei trabalhista
    Ética e conduta profissional
    Métricas de recrutamento
    Benchmarking de compensação
    Relações de trabalho
    Relações entre empregados
    Pesquisas de satisfação dos funcionários
    Políticas e procedimentos de RH
    Avaliação do desempenho do trabalho
    Responsabilidade social corporativa
    Tomada de decisão orientada a dados
    Gerenciamento de diversidade da força de trabalho
    Estratégias de retenção de funcionários
    Orçamento de RH
    Análise e controle de custos
    Programas de desenvolvimento de liderança
    Técnicas de motivação dos funcionários
    Tendências de tecnologia de RH
    Planejamento estratégico de RH
    Medição da satisfação no trabalho
    Administração de benefícios dos funcionários
    Disciplina dos funcionários
    Contratos de trabalho
    Ferramentas de avaliação de talentos
    Programas de gerenciamento de sucessão
    Sistemas de avaliação de desempenho
    Segurança e saúde no local de trabalho
    Time construindo atividades
    Iniciativas de equilíbrio entre vida profissional e pessoal
    Métricas de desempenho de RH
    Terceirização de RH
    Queixas de funcionários manusear
    Melhores práticas de RH
    Soluções de software de RH
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What roles can I use the HR Test for?

  • Gestor de RH
  • Recrutador
  • Especialista em treinamento e desenvolvimento
  • Consultor de RH
  • Generalista de RH

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

  • Conformidade de RH e regulamentos legais
  • Implementação de HRIS e gerenciamento de dados
  • PROCEDIMENTOS DE EXPENDIONAMENTO DE FUNCIONAMENTO
  • Planejamento e previsão da força de trabalho estratégica
  • Programas de treinamento e desenvolvimento para aprimoramento de habilidades
  • Planejamento de sucessão e estratégias de retenção de talentos
  • Iniciativas de diversidade e inclusão no RH
  • Gerenciamento de mudanças e desenvolvimento organizacional
  • Relações trabalhistas e habilidades de negociação sindical
  • Regulamentos de saúde e segurança no local de trabalho
  • Planejamento estratégico de RH e definição de metas
Singapore government logo

Os gerentes de contratação sentiram que, por meio das perguntas técnicas feitas durante as entrevistas do painel, foram capazes de dizer quais candidatos tiveram melhores pontuações e diferenciaram aqueles que não tiveram pontuações tão boas. Eles são altamente satisfeito com a qualidade dos candidatos selecionados na triagem Adaface.


85%
Redução no tempo de triagem

HR Hiring Test Perguntas frequentes

Posso combinar várias habilidades em uma avaliação personalizada?

Sim absolutamente. As avaliações personalizadas são configuradas com base na descrição do seu trabalho e incluirão perguntas sobre todas as habilidades obrigatórias que você especificar.

Você tem algum recurso anti-trapaça ou procurador?

Temos os seguintes recursos anti-trapaça:

  • Perguntas não-goleadas
  • IP Proctoring
  • Web Proctoring
  • Proctoring da webcam
  • Detecção de plágio
  • navegador seguro

Leia mais sobre os Recursos de Proctoring.

Como interpreto as pontuações dos testes?

O principal a ter em mente é que uma avaliação é uma ferramenta de eliminação, não uma ferramenta de seleção. Uma avaliação de habilidades é otimizada para ajudá -lo a eliminar os candidatos que não são tecnicamente qualificados para o papel, não é otimizado para ajudá -lo a encontrar o melhor candidato para o papel. Portanto, a maneira ideal de usar uma avaliação é decidir uma pontuação limite (normalmente 55%, ajudamos você a comparar) e convidar todos os candidatos que pontuam acima do limiar para as próximas rodadas da entrevista.

Para que nível de experiência posso usar este teste?

Cada avaliação do Adaface é personalizada para a descrição do seu trabalho/ persona do candidato ideal (nossos especialistas no assunto escolherão as perguntas certas para sua avaliação de nossa biblioteca de mais de 10000 perguntas). Esta avaliação pode ser personalizada para qualquer nível de experiência.

Todo candidato recebe as mesmas perguntas?

Sim, facilita muito a comparação de candidatos. As opções para perguntas do MCQ e a ordem das perguntas são randomizadas. Recursos anti-traking/proctoring no local. Em nosso plano corporativo, também temos a opção de criar várias versões da mesma avaliação com questões de níveis de dificuldade semelhantes.

Eu sou um candidato. Posso tentar um teste de prática?

Não. Infelizmente, não apoiamos os testes práticos no momento. No entanto, você pode usar nossas perguntas de amostra para prática.

Qual é o custo de usar este teste?

Você pode conferir nossos planos de preços.

Posso obter uma avaliação gratuita?

Sim, você pode se inscrever gratuitamente e visualizar este teste.

Acabei de me mudar para um plano pago. Como posso solicitar uma avaliação personalizada?

Aqui está um guia rápido sobre Como solicitar uma avaliação personalizada no Adaface.

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Join 1200+ companies in 75+ countries.
Experimente a ferramenta de avaliação de habilidades mais amigáveis ​​de candidatos hoje.
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