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PHP security is essential and the number of vulnerable PHP applications is large.
The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.
Human Resources Manager
These are just a small sample from our library of 10,000+ questions. The actual questions on this test will be non-googleable.
1. Choose the most appropriate
test for your role
2. Start inviting candidates to
complete the assessment
3. Receive real time
notifications and shortlist the best candidates
1. Get a custom assessment from
our library of 700+ skills within 48 hours
2. Start inviting candidates to
complete the assesment
Evaluate PHP technical and coding skills with Adaface skills assessment platform powered by an intelligent chatbot
A variable in PHP is a name of memory location that holds data.
The constant() function returns the value of a constant.
Arrays in PHP is a type of data structure that allows us to store multiple elements of similar data type under a single variable thereby saving us the effort of creating a different variable for every data.
PHP supports both pass by value and pass by reference.
A loop in PHP is used to execute a statement or a block of statements, multiple times until and unless a specific condition is met.
The sort() function is an inbuilt function in PHP and is used to sort an array in ascending order i.e, smaller to greater.
PHP has an exception model similar to that of other programming languages. An exception can be thrown, and caught within PHP.
A function is a block of statements that can be used repeatedly in a program.
Inheritance in OOP = When a class derives from another class.
PHP online test is designed and validated by industry experts to help tech recruiters and hiring managers to assess the PHP programming skills of the candidate. Top tech companies are using our PHP programming test to reduce candidate screening time by 85%.
The PHP online assessment test helps recruiters and hiring managers identify qualified PHP 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 expensive engineering time by filtering out unqualified candidates.
The Adaface PHP Online Test screens candidates for the typical skills recruiters look for in a PHP developer.
The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The PHP Online Test is ideal for helping recruiters identify which candidates have the technical skills to do well on the job.
PHP is a popular general-purpose scripting language that is especially suited to web development. Fast, flexible and pragmatic, PHP powers everything from your blog to the most popular websites in the world.
Depending on job function, PHP developers may be classified as software developers or web developers. Because the language is so ubiquitous in website development and business, PHP can be a good choice for self-employed or contract developers.
A developer’s job duties can also include website administration, software testing, and user training. Software developers sometimes create prototypes in PHP even when they plan on using another language later. An advantage of PHP is the speed with which development can take place; a disadvantage is that it is prone to security vulnerabilities.
The actual score distributon will vary based on your candidate pipeline quality, but you should typically expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
🕒 Allotted Time: approx 45 mins
🧪 Test Options:
🕒 Allotted Time: approx 60 mins
🕒 Allotted Time: approx 40 mins
🕒 Allotted Time: approx 50 mins
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
Theoretical questions/ puzzles
Feels like a test
Questions for on-the-job skills
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.
Here's what's different with Adaface:
We have the following anti-cheating features in place:
Read more the proctoring features.
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 60%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.
Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.
No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.
You can check out our pricing plans.
The platform is completely self-serve, so here's one way to proceed:
Here is a quick guide on how to request a custom assessment on Adaface.
The screening signals that technical recruiters typically use: fluffed-up resumes, Github profiles, StackOverflow activity, educational qualifications and previous employers are noisy.
What it is, types and benefits, reservations against them, the rise of candidate friendly assessments and AI tools, and the best practices for implementing pre-employment testing in your company.
Most engineers today frown at the idea of completing a coding test, and over 50% straight out refuse to do status quo assessments (based on our research with 100+ companies in SEA).
With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!
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