Adaface vs. Aon

How does Adaface work?

Adaface is a skill assessment platform designed to help recruiters find top talent. It combines conversational assessments, role-specific tests, and automated proctoring to create a seamless hiring experience.

Recruiters use Adaface to streamline their hiring processes. By leveraging its extensive library of ready-to-use tests and customizable assessments, they can quickly identify candidates who fit both the technical and cultural needs of their organizations.

Another strong point for Adaface is its proctoring features, ensuring test integrity through web and webcam proctoring, IP tracking, and more. These measures help maintain a high standard of accuracy and fairness in evaluations.

Adaface also stands out with its custom test creation based on job descriptions, providing a tailored approach that improves the relevancy of assessments. This feature is particularly useful for unique or niche roles.

How does Aon work?

Aon is a talent assessment provider that offers a suite of standardized tests aimed at evaluating candidates' cognitive abilities, personality traits, and job-related skills. Their assessments are designed to cover a broad spectrum of domains, making it suitable for various roles and industries.

One of the primary ways Aon works is through its Situational Judgment Tests (SJTs). These tests present job-related scenarios to candidates, asking them to choose the best course of action. This helps employers gauge how a candidate might perform in specific work situations.

Aon also provides aptitude tests which assess a range of abilities such as logical reasoning, numerical skills, and verbal comprehension. This makes it easier for employers to determine a candidate's problem-solving capabilities and suitability for high-stakes roles.

However, Aon lacks support for typing tests and multi-language assessments, which can be critical for roles that require these skills. Additionally, it doesn't offer tests in cloud computing or AI, potentially limiting its effectiveness for tech-centric positions.

Adaface vs Aon: Test libraries

Adaface's test library offers a comprehensive range of assessments, including programming, situational judgment, aptitude, business, typing, personality, language, finance, artificial intelligence, cloud, and job-specific tests. Their library supports custom questions and allows recruiters to tailor tests to specific job descriptions.

Aon's test library also covers a variety of areas such as programming, situational judgment, aptitude, business, and personality tests. However, it lacks coverage in certain areas like typing tests, language tests, finance tests, and artificial intelligence tests, which limits the flexibility for recruiters.

Adaface's test library

Recruiters should leverage these test libraries to accurately evaluate candidates' skills before the interview stage. Using well-rounded assessments can help identify the best fit for the job, reducing the chances of hiring mismatches.

Adaface’s extensive test library is designed to meet the needs of modern recruitment. Here are some highlights:

• Programming and coding tests

• Situational judgment tests

• Comprehensive aptitude tests

• Business skills assessments

• Typing, language, and personality tests

• Finance and AI tests

• Custom questions and job-specific tests

Recruiters use Adaface’s test library to tailor assessments to job descriptions, ensuring that the tests are relevant and effective. This reduces hiring mismatches and ensures candidates possess the necessary skills.

To see Adaface’s library in action, recruiters can choose from ready-to-use tests or create custom tests tailored to specific roles. Whether you need IT tests or language proficiency tests, Adaface has you covered.

Aon's test library

Aon's test library includes programming tests, situational judgment tests, aptitude tests, business tests, and personality tests. It offers a range of assessments for various skills but does not cover typing, language, finance, or AI tests.

One of Aon's selling points is the inclusion of situational judgment tests which help employers evaluate candidates' decision-making and problem-solving abilities in real-world scenarios. This can be particularly useful for roles requiring high levels of interpersonal interaction.

However, Aon's test library lacks typing tests and multiple language proficiency assessments, which can be limiting for companies needing to evaluate candidates' basic computer skills and language capabilities. Additionally, there are no finance or AI-specific tests available.

Comparison of test libraries

Adaface vs Aon: Developer hiring

When it comes to hiring developers, screening candidates through assessments is a no-brainer. It helps recruiters gauge not only technical skills but also problem-solving prowess, ensuring that the right talent fits right into the team.

Both Adaface and Aon offer a selection of coding tests and quizzes to evaluate candidates. However, Adaface goes a step further by providing a variety of assessments that cover a broader spectrum of developer skills.

Hiring developers with Adaface

Adaface's functionality for hiring developers is like a treasure chest full of testing tools, designed to streamline the hiring process. From coding challenges to quizzes on frameworks, Adaface makes it easy to find the perfect fit for your team.

On the other hand, Aon offers basic coding tests but lacks the depth and variety that Adaface provides, which can make it challenging for recruiters to get a complete picture of a candidate's abilities.

Here's what makes Adaface stand out in developer hiring:

• Extensive library of programming tests covering various languages
• Coding questions and multiple-choice questions for effective assessment
• Support for frameworks and real-world tasks like SQL and Excel with no lengthy projects involved
• Unique features like code playback for accurate evaluations
• Automated scoring to save time for hiring managers.

Recruiters love using Adaface because it allows them to tailor tests to match specific job requirements, making it easier to find the right candidate quickly. Plus, the engaging interface makes the testing experience enjoyable for candidates.

Additionally, Adaface provides insightful analytics on candidate performance, enabling recruiters to make informed hiring decisions. With access to a wide range of role-specific tests, finding the right developer has never been easier!

Hiring developers with Aon

Aon's programming assessments cover a range of languages and algorithms, making it suitable for evaluating basic coding skills. They offer questions on data structures and algorithms, which are helpful in gauging the coding capabilities of candidates.

Their test library provides a selection of pre-made coding questions, making it convenient for hiring managers to quickly set up assessments. This can be particularly useful for companies looking for straightforward coding evaluations without delving into more specialized areas.

However, Aon lacks support for web and mobile framework questions, which limits its effectiveness in assessing candidates for modern development roles. Additionally, there's no feature for SQL coding questions or Excel workbook assessments, and the availability of code playback and automated scoring is uncertain.

Comparison of developer hiring features

Adaface vs Aon: Candidate experience and company branding

Candidate experience can make or break your hiring process. A positive experience increases the chances of applicants completing assessments and viewing your company favorably.

Key factors that impact candidate experience include test length, ease of use, mobile-friendliness, and available support. Shorter tests, intuitive interfaces, and multi-device compatibility all contribute to higher completion rates.

Candidate experience and company branding with Adaface

Adaface offers a unique conversational interface that makes assessments feel more engaging and less like traditional tests. This approach helps put candidates at ease and improves their overall experience with the platform.

The platform provides mobile-friendly assessments, email support, and online help documentation to assist candidates throughout the process. With typical test lengths of 40 minutes, Adaface strikes a balance between thorough evaluation and respecting candidates' time.

For enterprise clients, Adaface also offers qualifying questions at the start of assessments. This feature benefits both candidates and companies by ensuring applicants meet basic criteria before investing time in the full assessment.

Candidate experience and company branding with Aon

Aon offers a candidate experience that is mobile-friendly, allowing applicants to take assessments on the go. Their assessments are typically short, with an average length of 15 minutes, which is great for keeping candidates engaged without overwhelming them. Candidates can reach out via email for support during the assessment process.

One of the primary selling points of Aon's candidate experience is its simplicity. With shorter assessments, candidates can quickly move through the hiring process, making it less stressful and more efficient. The mobile-friendly aspect also means that candidates can complete assessments conveniently from their preferred device.

However, Aon lacks some elements that could enhance the overall candidate experience. There is no conversational interface to make the assessments feel more interactive and engaging. Additionally, candidates do not have access to help documentation or a FAQ section, which could provide immediate answers to their queries, potentially leaving them waiting for email support responses.

Adaface vs Aon: Anti-cheating features

In the world of pre-employment testing, having solid proctoring features is a must to ensure the integrity of assessments. Recruiters need tools that minimize cheating to make smarter hiring decisions. From webcam monitoring to IP tracking, there are various mechanisms to keep things fair and square.

Anti-cheating features of Adaface

Adaface goes above and beyond with its anti-cheating features, offering a suite of proctoring tools to maintain assessment integrity. These include user authentication, web proctoring, webcam monitoring, and location logging.

Specific measures such as IP proctoring and device fingerprinting add an extra layer of security, ensuring that the same candidate completes the test without external help. Full-screen proctoring and copy-paste protection make it difficult for candidates to search for answers online or share questions.

To learn more about ensuring accurate assessments, visit our remote proctoring features page. For an in-depth understanding, check out our blog post on online remote proctoring.

Anti-cheating features of Aon

Aon offers user authentication to ensure the right candidate is taking the test. However, information on other key proctoring features such as webcam monitoring, location logging, and IP tracking is not readily available.

The user authentication feature is beneficial for verifying candidate identity before starting the test, providing a layer of security that helps maintain the integrity of the assessment process.

What's missing from Aon's anti-cheating arsenal are features like device fingerprinting and browser tab tracking, which are crucial for preventing candidates from switching devices or browsing for answers during the test.

Comparison of anti-cheating features

Adaface vs Aon: Pricing and free trial

When it comes to pre-employment assessment tools, pricing can make or break your hiring budget. Smart recruiters know to look for transparent pricing that aligns with their needs, whether they're hiring one candidate or hundreds.

Adaface pricing

At Adaface, we believe in keeping things simple and straightforward. Our pricing is designed to be flexible and scalable, catering to businesses of all sizes.

We offer four main plans to suit different hiring needs:

• Starter: Perfect for small teams, at $500 for 50 credits
• Scale: Ideal for growing companies, at $3000 for 500 credits
• Growth: For larger organizations, at $5500 for 1000 credits
• Enterprise: Tailored for high-volume hiring, at $20000 for 4000 credits

What sets us apart is our commitment to transparency. Unlike some providers, we display our pricing openly on our website. Plus, we offer a free trial so you can test-drive our platform before making a decision. No hidden costs, no surprises - just straightforward pricing for top-notch hiring tools.

Aon pricing

Aon's pricing information is not readily available on their website. Instead, they offer quotes by request for their assessment services. This approach suggests a more personalized pricing model, where the cost may vary based on the specific needs of each organization. While this can lead to tailored solutions, it also means that potential customers need to engage with Aon's sales team to get pricing details.

The lack of transparent pricing on Aon's website might make it challenging for recruiters to quickly compare costs or understand which plan best suits their hiring needs. Additionally, there's no mention of a free trial or the ability to sign up and explore the platform's features before making a purchase decision. This could potentially slow down the evaluation process for companies looking to implement a new assessment solution.

Comparison of pricing

Adaface vs Aon: Scorecards, reporting and analytics

Effective scorecards, reporting, and analytics features are essential for recruiters to make informed hiring decisions. A platform with detailed and accessible reports provides a clear view of candidate performance and helps identify the best fit for the role.

Adaface scorecards, reporting and analytics

Adaface offers detailed scorecards that provide a comprehensive overview of candidate performance. These scorecards include skills profiles, benchmarking data, and a breakdown of scores by different categories.

Recruiters can download Adaface scorecards in various formats like PDF, Excel, and CSV, making them easy to share with hiring teams or clients. The platform also provides public links for sharing candidate reports with stakeholders who don't have dashboard access.

Adaface's audit timeline feature logs detailed proctoring information, allowing recruiters to analyze candidate behavior during assessments. Additionally, the radar chart in the scorecard compares candidate scores with industry standards and company averages, offering a nuanced view of candidate abilities.

Aon scorecards, reporting and analytics

Aon's reporting features include skills profiles and skill-wise analysis for candidates. These tools help recruiters understand how candidates performed across different areas and topics.

The platform allows users to review candidate performance in specific skills, which can aid in deciding whether to move candidates to the next round. However, it's unclear if Aon offers PDF, Excel, or CSV report formats for easy sharing and data analysis.

While Aon provides some useful reporting features, it may lack certain elements like benchmarking, audit timelines, or a comprehensive overview for comparing multiple candidates at once. These features could enhance the recruitment process and decision-making.

Comparison of scorecards, reporting and analytics

Adaface vs Aon: Enterprise and startup friendliness

A great pre-employment testing platform should work for companies of all sizes. It needs features that scale from startups to enterprises, like ATS integration, API access, and GDPR compliance.

Adaface's enterprise and startup friendliness

Adaface offers a range of features that cater to both startups and large corporations. The platform integrates with popular ATS systems, making it easy to use assessments at scale without leaving HR systems.

For enterprises, Adaface provides custom API access and support for custom data locations. This allows for tighter integration into existing workflows and compliance with local data laws.

Startups benefit from Adaface's unlimited team seats and multiple invite options. The platform also offers bulk actions for mass hiring events and multiple question sets to prevent test leakage - useful features as companies scale their hiring processes.

Aon's enterprise and startup friendliness

Aon offers ATS integrations and GDPR compliance for enterprise users. They provide role-based access and multiple question sets, catering to different organizational needs.

For large-scale hiring, Aon's platform allows companies to manage assessments across various departments. This can be useful for campus recruitments or when filling multiple positions simultaneously.

However, Aon's offering lacks some features that could enhance user experience. These include unlimited team seats, custom API access, and flexible data location options.

Comparison of enterprise and startup friendliness

Adaface vs Aon: Assessment quality control

Quality control in assessments ensures that the tests are accurate, reliable, and valid, making them critical for recruiters to make informed hiring decisions.

Adaface's quality control features

Adaface employs a multi-tier quality control process before any question goes live. This includes validation by subject-matter experts and psychometricians.

We actively replace questions based on usage limits to prevent overexposure and ensure the integrity of the tests.

Additionally, Adaface leverages candidate and customer feedback to continuously refine and expand our test library.

Our proprietary algorithms play a key role in maintaining the quality of the questions and tests by analyzing patterns and performance metrics.

For more detailed insights, explore the science behind Adaface tests.

Aon's quality control features

Aon performs quality checks before questions go live on their platform. This helps ensure that the questions added are relevant and useful for assessing a candidate's skills.

The company uses psychometric test theory to measure behavior and personality traits in their assessments. This approach aims to provide a standardized evaluation for all candidates.

However, it's unclear whether Aon incorporates candidate or customer feedback to improve their tests. The platform's process for updating questions or replacing them based on usage limits is also not publicly available.

Comparison of quality control

Adaface vs Aon: Customer support

Adaface vs Aon: Customer Support is a key consideration for recruiters aiming to streamline their assessment process. Good support helps ensure that any hiccups in using the platform can be quickly resolved, allowing for a smoother hiring journey.

Adaface's customer support features

Adaface offers a range of customer support features, including live chat and email support, enabling immediate assistance when needed. Plus, a detailed help center provides answers to frequently asked questions.

For those on enterprise plans, Adaface provides dedicated priority support, ensuring there’s always a point of contact for urgent issues. Training and onboarding sessions are also available, making it easy for recruiters to dive in and start using the platform effectively.

Adaface's comprehensive support structure empowers recruiters to maximize their assessment capabilities. With features like the Adaface product tour, recruiters can explore the platform's strengths and become adept at creating tailored assessments.

Aon's customer support features

Aon's customer support includes a help center with limited FAQs. While there's no live chat, it does offer email support, though details on this are a bit unclear.

There is no dedicated priority support or training and onboarding tours mentioned. Additionally, phone assistance is not provided, which could leave some recruiters wanting more immediate help.

Comparison of customer support

Adaface vs Aon: Final verdict

Both Adaface and Aon offer pre-employment tests covering programming, aptitude, and personality assessments. They help reduce bias in hiring and save time in candidate evaluation.

However, Adaface stands out with its wider range of tests, including language, finance, and AI assessments. It also offers custom questions and job-specific tests tailored to your needs.

Unlike Aon, Adaface provides a conversational interface for better candidate experience. It also offers features like code playback and plagiarism detection for technical roles.

Streamline hiring with skill tests

Adaface's shorter 40-minute tests strike a balance between thoroughness and candidate convenience. This leads to higher test completion rates without sacrificing assessment quality.

Pre-employment assessments help you evaluate candidates on job-specific skills, cognitive abilities, and cultural fit. They provide objective data to support your hiring decisions.

These tools can significantly improve your hiring outcomes. They help you identify top talent faster, reduce turnover, and ensure better job performance.

Adaface offers a comprehensive solution for modern hiring needs. With its wide range of tests, user-friendly interface, and advanced features, it's a solid choice for companies looking to upgrade their hiring process. Try Adaface's free trial to see how it can improve your recruitment.