Adaface Public Aptitude Questions
🧐 Question | 🔧 Skill | 💪 Difficulty | ⌛ Time |
---|---|---|---|
Spend Statements - Alexa spends 30% of her income | Aptitude | Medium | 3 min |
World Bank Meeting - 21 members from 4 countries (S | Aptitude | Medium | 3 min |

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
Singapore Government
Adaface Aptitude questions are used by enterprises worldwide
Types of Aptitude Questions to expect at Adaface:
The following statements describe the type of Aptitude questions one can expect when using Adaface's pre-assessment tool:
- Practical implication based Aptitude questions
- Real on-the-job scenario-based Aptitude problems
- Evaluations to test analytical thinking while solving problems
- Progressive difficulty based Aptitude problems
What Topics are Adaface Aptitude questions based on:
Adaface Aptitude questions are designed by experts in Aptitude to test for on-the-job skills. Some of the popular topics the questions will cover are:
- Volume, Surface and Area
- Simple Interest
- Simplification
- Stocks & Shares
- H.C.F. and L.C.M of Numbers
- Heights & Distances
- Logarithms
- Operations on Numbers
- Partnership
- Percentage
- Allegation of Mixture
- Area
- Average
- Banker's Discount
- Boats & Streams
- Calendar
- Chain Rule
- Problems on Train
- Profit and Loss
- Races and Games of Skill
- Ratio and Proportion
- Time and Distance
- Time and Work
- True Discount
- Permutations and Combinations
- Pipes and Cisterns
- Problems on Ages
- Problems on Numbers
- Clocks
- Compound Interest
- Decimal Fractions
How are Adaface Aptitude questions customized?
- Adaface Aptitude questions are customized for different difficulty levels and solving durations
- Customized to assess Ideal candidate personas for right jobs
- Tests for specific on-the-job Aptitude skills
- Non-googleable questions to prevent cheating during tests
Do’s and Don’ts of selecting Aptitude questions for assessments:
Do’s:- Use diversified questions from varied Aptitude topics to test the skill range of candidates
- Utilize questions of different difficulty levels to test candidates
- Include questions that are related to on-the-job skill requirements
- Pick questions that are relevant for the experience level you are targeting
- Make sure the questions can be understood by a non-native English speaker (easy-to-read questions because programmers should spend time solving the question, not understanding it)
- Ensure that the questions have a granular (non-binary) scoring
- Use aptly timed assessments that can be fulfilled within 45-60 mins to make the most optimal use of the time utilized
Don’ts:- Avoid using trick questions to test the candidates as they are ineffective in testing their on-the-job skills
- Avoid using lengthy questions as they do not provide an ideal scenario to test the candidates
- Avoid unnecessary puzzle trends as they are ineffective in assessing the skills required for the job
- Avoid questions that test very niche concepts that a strong candidate might or might not have come across on-the-job
- Do not include unnecessarily difficult questions that might or might not test the candidates potential
- Use diversified questions from varied Aptitude topics to test the skill range of candidates
- Utilize questions of different difficulty levels to test candidates
- Include questions that are related to on-the-job skill requirements
- Pick questions that are relevant for the experience level you are targeting
- Make sure the questions can be understood by a non-native English speaker (easy-to-read questions because programmers should spend time solving the question, not understanding it)
- Ensure that the questions have a granular (non-binary) scoring
- Use aptly timed assessments that can be fulfilled within 45-60 mins to make the most optimal use of the time utilized
Don’ts:- Avoid using trick questions to test the candidates as they are ineffective in testing their on-the-job skills
- Avoid using lengthy questions as they do not provide an ideal scenario to test the candidates
- Avoid unnecessary puzzle trends as they are ineffective in assessing the skills required for the job
- Avoid questions that test very niche concepts that a strong candidate might or might not have come across on-the-job
- Do not include unnecessarily difficult questions that might or might not test the candidates potential
- Avoid using trick questions to test the candidates as they are ineffective in testing their on-the-job skills
- Avoid using lengthy questions as they do not provide an ideal scenario to test the candidates
- Avoid unnecessary puzzle trends as they are ineffective in assessing the skills required for the job
- Avoid questions that test very niche concepts that a strong candidate might or might not have come across on-the-job
- Do not include unnecessarily difficult questions that might or might not test the candidates potential
🧐 Question | 🔧 Skill | 💪 Difficulty | ⌛ Time |
---|---|---|---|
Internal users traffic - Jon, who is our marketing mana | Google Analytics | Medium | 2 min |
multi-cluster architecture - We set up a multi-cluster arch | Weblogic | Medium | 2 min |
Merge data sources - Teylor Swift is a developer at | SQL Server | Medium | 2 min |
Remote server connection - Our software engineering inter | Linux | Medium | 2 min |
Netflix Fav Movie - We are building a Netflix clon | Coding | Medium | 40 min |
SCCM Update boot - You are hired as a senior admi | SCCM | Easy | 2 min |
Unreachable host - Fen Woo is not able to connect | Citrix | Medium | 2 min |
We evaluated several of their competitors and found Adaface to be the most compelling. Great default library of questions that are designed to test for fit rather than memorization of algorithms.

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