Test Duration
~ 45 分钟
Difficulty Level
Moderate
Questions
- ~ 20 MCQs
Availability
Available on request
抽象推理测试
About the test:
The abstract reasoning test helps recruiters identify candidates who can think laterally, recognize patterns and quickly learn new concepts. It is a non-verbal test, which focuses on screening candidates based on the accuracy and speed with which they can understand and interpret the relationship between shapes and patterns.
Covered skills:
- Sequence Completion
- Missing Elements
- Odd one Out
- Grid Completion
See all covered skills
9 reasons why
9 reasons why
Adaface 抽象推理测试 is the most accurate way to shortlist Analysts
Reason #1
Tests for on-the-job skills
抽象的推理测试（也称为归纳推理测试）经常用于解决问题和主动性至关重要的工作（例如管理职位）。擅长抽象推理的候选人可以解决独立于先验知识的复杂，陌生的问题。使用抽象的推理前就业测试可以帮助雇主事先知道哪些候选人可以解决问题，学习新技能并轻松承担更多职责。
抽象的推理评估测试在线帮助招聘人员和招聘经理评估候选人的抽象推理技能，并从一系列简历中确定合格的候选人，这有助于实现客观的雇用决策。它减少了采访太多候选人的管理开销，并通过过滤不合格的候选人节省了时间。
顶级公司正在使用此测试将候选时间减少85％。
Adaface抽象推理评估测试屏幕典型招聘人员在潜在的候选人中寻找：
- 能够快速理解歧义或复杂概念的能力
- 能够识别一组数据的趋势，模式和关系
- 能够根据人在特定事件中看到的模式得出结论
招聘人员和招聘经理可以使用此评估产生的见解，以确定该角色的最佳候选人。反交换功能使您能够在线进行评估。抽象推理在线测试是帮助招聘人员确定哪些候选人具有非语言推理技能的理想选择。
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.
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 ->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.
这些只是我们库中有10,000多个问题的一个小样本。关于此的实际问题 Abstract Reasoning Test 将是不可行的.
| 🧐 Question | |||||
|---|---|---|---|---|---|
Hard Assemble Triangle | Solve | ||||
 | |||||
Easy Odd One Out | Solve | ||||
 | |||||
Medium Four Blocks | Solve | ||||
 | |||||
| 🧐 Question | 🔧 Skill | ||
|---|---|---|---|
Hard Assemble Triangle | 2 mins Spatial Reasoning | Solve | |
Easy Odd One Out | 2 mins Spatial Reasoning | Solve | |
Medium Four Blocks | 2 mins Spatial Reasoning | Solve |
| 🧐 Question | 🔧 Skill | 💪 Difficulty | ⌛ Time | ||
|---|---|---|---|---|---|
Assemble Triangle | Spatial Reasoning | Hard | 2 mins | Solve | |
Odd One Out | Spatial Reasoning | Easy | 2 mins | Solve | |
Four Blocks | Spatial Reasoning | Medium | 2 mins | Solve |
Reason #4
1200+ customers in 75 countries
借助Adaface，我们能够优化我们的初始筛查过程超过75％，从而为招聘经理和我们的人才获取团队提供了宝贵的时间！
Brandon Lee, 人的负责人, Love, Bonito
Reason #5
Designed for elimination, not selection
The most important thing while implementing the pre-employment Abstract Reasoning Test 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.
Reason #6
1 click candidate invites
Email invites: You can send candidates an email invite to the Abstract Reasoning Test 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 #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
User authentication
Plagiarism detection
IP proctoring
Web proctoring
Webcam proctoring
Copy paste protection
招聘经理认为，通过小组访谈中他们提出的技术问题，他们能够分辨哪些候选人的得分更好，并且与未得分的人有区别。他们是 非常满意 随着候选人的质量入围了Adaface筛选。
85%
减少筛查时间
常见问题解答
我可以将多个技能结合在一起，为一个自定义评估吗？
是的，一点没错。自定义评估是根据您的职位描述进行的，并将包括有关您指定的所有必备技能的问题。
您是否有任何反交换或策略功能？
我们具有以下反交易功能：
- 不可解决的问题
- IP策略
- Web Protoring
- 网络摄像头Proctoring
- 窃检测
- 安全浏览器
阅读有关[Proctoring功能]（https://www.adaface.com/proctoring）的更多信息。
如何解释考试成绩？
要记住的主要问题是评估是消除工具，而不是选择工具。优化了技能评估，以帮助您消除在技术上没有资格担任该角色的候选人，它没有进行优化以帮助您找到该角色的最佳候选人。因此，使用评估的理想方法是确定阈值分数（通常为55％，我们为您提供基准测试），并邀请所有在下一轮面试中得分高于门槛的候选人。
我可以使用该测试的经验水平？
每个ADAFACE评估都是为您的职位描述/理想候选角色定制的（我们的主题专家将从我们的10000多个问题的图书馆中选择正确的问题）。可以为任何经验级别定制此评估。
每个候选人都会得到同样的问题吗？
是的，这使您比较候选人变得容易得多。 MCQ问题的选项和问题顺序是随机的。我们有[抗欺骗/策略]（https://www.adaface.com/proctoring）功能。在我们的企业计划中，我们还可以选择使用类似难度级别的问题创建多个版本的相同评估。
我是候选人。我可以尝试练习测试吗？
不，不幸的是，我们目前不支持实践测试。但是，您可以使用我们的[示例问题]（https://www.adaface.com/questions）进行练习。
使用此测试的成本是多少？
您可以查看我们的[定价计划]（https://www.adaface.com/pricing/）。
我可以免费试用吗？
我刚刚搬到了一个付费计划。我如何要求自定义评估？
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