Adaface vs. HiPeople: In-Depth Comparison

How does Adaface work?

Adaface is an online assessment platform that helps companies hire better talent faster. It offers a wide range of tests, from coding challenges to aptitude assessments, all designed to evaluate candidates' skills accurately.

Recruiters use Adaface to create custom assessments tailored to specific job roles. They can mix and match from a library of 400+ tests or add their own questions. This flexibility allows them to assess candidates on exactly the skills needed for the position.

Adaface's conversational interface makes the assessment process more engaging for candidates. Unlike traditional tests, Adaface's AI-powered chat interface feels more like a conversation, reducing test anxiety and improving completion rates.

The platform includes features like automated scoring, detailed skill-wise analysis, and benchmarking against other candidates. These tools help recruiters make data-driven hiring decisions quickly and objectively.

How does HiPeople work?

HiPeople is a hiring assessment platform that offers a range of pre-employment tests to evaluate job candidates. Their goal is to help businesses streamline their hiring processes and make data-driven decisions.

Users can create customized tests by combining pre-made questions or adding their own. The platform includes assessments for programming, business skills, aptitude, personality, and languages.

One notable feature of HiPeople is its ability to generate custom tests based on specific job descriptions. This feature ensures that tests are tailored to the unique requirements of each role.

However, HiPeople does not include coding challenges or situational judgment tests. If you're seeking in-depth evaluation in areas like hands-on coding or situational decision-making, you might need to look elsewhere.

Adaface vs HiPeople: Test libraries

Adaface's test library includes a range of assessments across multiple domains such as programming, business skills, aptitude, and more. HiPeople also offers a diverse test library but tends to focus predominantly on multiple-choice questions for programming and aptitude tests without coding challenges.

Recruiters can utilize test libraries from Adaface and HiPeople to streamline the hiring process by effectively evaluating candidates' job-specific skills before interviews. This pre-screening helps save time and ensures that only qualified candidates proceed to the next stage.

Adaface's test library

Adaface's extensive test library allows you to evaluate a wide range of skills including programming, cognitive abilities, and business-specific competencies:

• Pre-Employment Assessment Test Library For 500+ Skills

• IT tests

• Artificial Intelligence tests

• Role Specific tests

• Accounting/ Finance tests

• Personality tests

• Typing tests

• Languages tests

• Cognitive Ability tests

Recruiters prefer Adaface's test library for its comprehensive range, including scenario-based multiple-choice questions, coding challenges, and advanced aptitude tests. This allows for a deeper assessment of a candidate's true capabilities.

Using the Adaface test library is simple. Recruiters can select from a variety of pre-made tests or create customized assessments tailored to specific job descriptions. These tests can include a mix of question types to thoroughly evaluate relevant skills.

HiPeople's test library

HiPeople's test library includes a variety of assessments such as programming tests (only MCQs), aptitude tests, personality tests, language tests, and a few cloud tests. They also offer business-specific tests and job-specific tests. Users can create custom questions and add their own, providing a degree of flexibility.

This library is useful for companies looking to evaluate a broad range of skills from programming to business acumen. For example, if you're hiring for a role that requires both technical and business expertise, HiPeople offers ready-to-use tests that can be customized to suit the job description.

However, there are some gaps in their offerings. HiPeople does not provide situational judgment tests, typing tests, or finance tests. Additionally, the lack of coding challenges in their programming assessments may limit a comprehensive evaluation for technical roles.

Comparison of test libraries

Adaface vs HiPeople: Developer hiring

When hiring developers, you need a platform that helps you assess technical skills effectively. Adaface and HiPeople both provide tools for evaluating candidates, but they differ in key functionalities.

Adaface shines with its blend of coding and MCQ questions, while HiPeople focuses more on web framework assessments without coding challenges.

Hiring developers with Adaface

Adaface offers a range of functionalities for hiring developers:

• Programming language coding questions

• Web framework questions

• Mobile framework questions

• Data Structures and Algorithm questions

• SQL Coding questions

• Excel Workbook questions

• Code playback

• Custom Coding questions

• Automated scoring

Recruiters use Adaface to hire developers because it offers a comprehensive test library that includes real-world coding scenarios and instant scoring. This ensures you can assess both theoretical and hands-on skills efficiently.

Additionally, Adaface’s ability to customize coding questions and its detailed code playback feature make it easier for recruiters to find the best candidates. For a deep dive into the test offerings, check out our Role Specific tests and IT tests.

Hiring developers with HiPeople

HiPeople provides a range of programming assessments, primarily focused on web framework questions. However, it lacks coding challenges for programming languages, which limits its ability to fully gauge a candidate's hands-on coding skills. This could potentially make it harder for companies to find truly proficient developers.

HiPeople's test library includes a variety of web framework questions that can help assess candidates' familiarity with popular technologies. This feature is beneficial for companies looking to fill specific roles, but the absence of mobile framework and data structure questions may leave gaps in evaluating a candidate's overall programming competencies.

While HiPeople has automated scoring to streamline the evaluation process, it misses out on key features like code playback and custom coding questions. These elements can provide deeper insights into a candidate's thought process and problem-solving approach during assessments, which is something to consider for a more thorough evaluation.

Comparison of developer hiring features

Adaface vs HiPeople: Candidate experience and company branding

Candidate experience and company branding are key factors in successful hiring. A positive experience can boost completion rates and attract top talent.

When choosing an assessment tool, look for features that enhance the candidate journey. Mobile-friendly tests, user support, and reasonable test lengths can make a big difference.

Candidate experience and company branding with Adaface

Adaface offers a unique conversational interface that makes tests feel more engaging. This approach helps create a more relaxed and candidate-friendly experience.

The platform also supports company branding with customizable logos and colors. This consistency in branding can reassure candidates and reinforce your company's identity throughout the hiring process.

Adaface provides email support and help documentation for candidates. These resources ensure that applicants can get quick answers to their questions, further improving the overall experience.

Candidate experience and company branding with HiPeople

HiPeople offers a mobile-friendly interface and email support, making it accessible for candidates on-the-go. However, it lacks a conversational testing format, which could make the testing experience feel less like a traditional exam and more engaging for candidates.

In terms of branding, HiPeople allows companies to showcase their logo and brand colors during assessments. Yet, the platform doesn't seem to offer much flexibility for customizing invitation or rejection emails, which can limit a company's ability to maintain consistent messaging.

A strong candidate experience paired with effective company branding can help create a positive impression of your organization. Imagine if your candidates felt welcomed and aligned with your brand right from the invitation to the final assessment—this could significantly enhance their perception of your company. However, without certain customizable features, candidates might miss out on the full essence of your brand during their assessment journey.

Adaface vs HiPeople: Anti-cheating features

For recruiters, a product with strong anti-cheating features is non-negotiable. The integrity of assessments ensures candidates are evaluated fairly, maintaining the reliability of their results. Effective proctoring features can make or break the hiring process by preventing dishonest practices.

Anti-cheating features of Adaface

Adaface boasts an extensive suite of anti-cheating features designed to secure the testing process. These include a combination of technical controls and proctoring measures to ensure the authenticity of candidate responses.

• Non-googleable questions to deter easy lookup

• Email authentication and location logging for verifying candidate identity

• Webcam and web proctoring to monitor test-taking behavior

• IP and Device Fingerprint proctoring to detect cheating through shared devices or networks

• Copy-paste protection and full-screen mode to prevent sharing and external help

• Chat GPT protection, multiple question sets, and plagiarism detection to maintain the originality of answers and curb AI-assisted cheating

Adaface's webcam proctoring and web proctoring features go a step further in ensuring candidates are not seeking external help. These features log browser activity and record video to provide a comprehensive view of the candidate's environment during the test. To learn more, visit Ensure accurate assessments with remote proctoring features.

Additionally, Adaface employs social listening to detect and replace leaked questions, maintaining the integrity of assessments over time. For an in-depth understanding of these features, explore Everything you should know about online proctoring.

Anti-cheating features of HiPeople

HiPeople's anti-cheating features include user authentication, time limits on tests, IP proctoring, and location logging. They also offer web proctoring, which tracks if candidates leave the browser tab or window.

These features help ensure the candidate is who they say they are and discourage them from switching tabs to look up answers. This setup is well-suited for maintaining some level of test integrity.

However, HiPeople lacks several advanced anti-cheating features, such as webcam proctoring and device fingerprinting. They also don't offer protections against copy-pasting or window switching to tools like Chat GPT, which could be potential gaps in their security.

Comparison of anti-cheating features

Adaface vs HiPeople: Pricing and free trial

Adaface vs HiPeople: pricing

Adaface pricing

Pricing for pre-employment assessment tools can differ greatly depending on the features and plans offered. Recruiters should look for transparent pricing structures that fit their hiring needs.

Adaface's pricing is straightforward and designed to cater to different hiring volumes. We offer multiple plans to suit various business sizes and assessment needs.

• Starter Plan: $500 for 50 credits.

• Scale Plan: $3000 for 500 credits.

• Growth Plan: $5500 for 1000 credits.

• Enterprise Plan: $20000 for 4000 credits.

• Unlimited Plan: $50000 per year.

Companies can easily sign up and explore all features before making a decision. Additionally, we provide a free trial to help recruiters evaluate our platform thoroughly.

The flexibility in our pricing allows businesses to choose a plan that aligns with their hiring strategies. Whether you're a startup or a large enterprise, Adaface has a plan tailored for you.

HiPeople pricing

HiPeople offers a tiered pricing structure based on company size. For smaller companies with 16-25 employees, plans start at $96/month, billed annually at $1,152. As company size increases, so does the pricing. For mid-sized companies (51-100 employees), plans with ATS integrations cost $448/month, billed annually at $5,376. HiPeople also provides enterprise plans for larger organizations, though specific pricing details aren't publicly available. Interestingly, they offer a free trial and allow users to sign up and explore all features before making a purchase decision.

While HiPeople's pricing model caters to different company sizes, it may not be ideal for organizations with fluctuating hiring needs or those who prefer more flexible payment options. The annual billing cycle could be a drawback for companies that want more short-term or pay-as-you-go options. Additionally, the lack of transparent pricing for larger organizations might make it challenging for some potential customers to make quick decisions without contacting the sales team.

Comparison of pricing

Adaface vs HiPeople: Scorecards, reporting and analytics

For recruiters, having a solid set of scorecards, reporting, and analytics features is like having a superpower. These tools help you understand who stands out among a sea of resumes and make data-driven decisions with confidence.

Adaface scorecards, reporting and analytics

Adaface offers a range of features designed to make your life easier. From automated scorecard generation to real-time alerts, Adaface ensures you never miss a beat.

Adaface’s scorecards are detailed and insightful, breaking down candidate performance by individual skills. This includes skill-wise analysis and benchmarking, which lets you compare candidates against industry standards and your own company averages.

You can also export reports in multiple formats like PDF, Excel, and CSV, making it easy to share findings with your team or clients. The public report links are a handy feature, allowing stakeholders to view candidate performance without needing to log in.

HiPeople scorecards, reporting and analytics

HiPeople offers several reporting features including PDF reports and public scorecards, allowing recruiters to share candidate evaluations easily. They also provide benchmarking to understand how candidates stack up against each other.

For example, the benchmarking feature lets hiring managers compare candidates' skill performances side by side, making it simpler to identify top talent. Additionally, a skills profile is generated for each candidate, which gives a quick snapshot of their strengths.

However, some features seem to be missing. For instance, there's no option for exporting reports in Excel or CSV formats, which can limit the ability to manipulate data for internal assessments and long-term tracking.

Comparison of scorecards, reporting and analytics

Adaface vs HiPeople: Enterprise and startup friendliness

When choosing a pre-employment testing platform, look for features that support both startups and enterprises. Key aspects include ATS integration, GDPR compliance, and flexible user permissions.

Adaface's enterprise and startup friendliness

Adaface offers a range of features suited for companies of all sizes. Their platform integrates with popular ATS systems and provides GDPR compliance, making it easy to use at scale.

For enterprises, Adaface provides custom API access and support for custom data locations. This allows for seamless integration with existing workflows and addresses specific security needs.

Startups benefit from Adaface's unlimited team seats and multiple invite options. The platform also offers bulk actions and multiple question sets, enabling efficient hiring processes as companies grow.

HiPeople's enterprise and startup friendliness

HiPeople offers ATS integrations, GDPR compliance, and role-based access, making it suitable for both startups and enterprises. It supports multiple invite options, ensuring flexibility in candidate engagement.

With HiPeople, enterprises can streamline their recruitment process by leveraging ATS integrations and GDPR compliance. Startups benefit from role-based access and multiple invite options, accommodating various hiring needs.

However, HiPeople lacks a custom API and custom data location support, which could limit its adaptability for some enterprise requirements. Also, the absence of unlimited team seats might be a concern for larger companies.

Comparison of enterprise and startup friendliness

Adaface vs HiPeople: Customer support

When it comes to assessment platforms, customer support can make or break the user experience. Recruiters need reliable help to navigate features, troubleshoot issues, and ensure a smooth hiring process.

Adaface's customer support features

Adaface offers live chat and email support, meaning assistance is just a message away. Our dedicated help center is stocked with answers and how-to guides for all your pressing queries.

For our enterprise customers, dedicated priority support ensures you have a specific point of contact to resolve issues promptly. Plus, we provide training and onboarding to help you utilize every feature effectively.

With Adaface, you gain access to a wealth of resources tailored for recruiters, from skill mapping to guides on how to hire. These tools empower you to make informed hiring decisions and make the best use of the platform.

HiPeople's customer support features

HiPeople offers email support, allowing recruiters to reach out with their queries. However, they lack live chat, which can make getting quick answers a bit tricky.

While HiPeople does provide training and onboarding, there's no dedicated help center or phone support for immediate assistance, which can leave users searching for answers when they need them the most.

Comparison of customer support

Adaface vs HiPeople: Conclusion

Both Adaface and HiPeople offer a variety of tests covering job-specific skills and general employee traits. They provide customizable assessments and ready-to-use tests for quick implementation.

However, Adaface stands out with its broader test library and more advanced customization options. It also offers coding challenges, which HiPeople lacks, making Adaface better suited for technical hiring.

Adaface provides unique features like conversational interfaces and qualifying questions, enhancing the candidate experience. Its proctoring capabilities, including webcam monitoring and plagiarism detection, are more extensive than HiPeople's.

Streamline hiring with skill tests

While both platforms offer ATS integrations and GDPR compliance, Adaface provides a custom API and supports custom data location for enterprise users. This makes it more flexible for large-scale hiring needs.

Pre-employment assessments help reduce bias in hiring, save time reviewing candidates, and ensure you select the most qualified applicants for each role. They provide objective data to support your hiring decisions.

These tools allow you to evaluate candidates on specific skills, cognitive abilities, and cultural fit. This comprehensive approach helps you build stronger teams aligned with your company's needs and values.

For most recruiters and hiring managers, Adaface offers the best combination of features, flexibility, and candidate experience. To see how it can improve your hiring process, check out their pre-employment assessment tools or sign up for a free trial.