Talent Screening and Assessment Software Guide
AdaFace vs SHL
View this side-by-side comparison of SHL vs AdaFace based on data from user reviews and publicly available information on AdaFace and SHL, to help you make the best choice for your recruitment needs.
Comparing SHL and AdaFace
Deciding between SHL and AdaFace hinges on your specific evaluation requirements and the type of experience you desire to give your candidates. SHL provides a comprehensive suite of talent assessment tools with a focus on depth and scientific validation, making it suitable for larger organizations with diverse needs. On the other hand, AdaFace offers a more candidate-friendly, conversational AI-based platform that is designed to assess technical skills in a non-intimidating way, which may be more appealing to startups and companies looking for a more engaging candidate experience.
SHL and AdaFace are both prominent assessment software solutions utilized in the recruitment process. SHL is renowned for its psychometric testing, providing employers with valuable insights into a candidate's cognitive abilities, personality traits, and behavioral tendencies. This information can be instrumental in predicting a candidate's job performance and potential cultural fit within a company. On the other hand, AdaFace focuses on automating the initial screening process with an AI-powered chatbot that conducts technical interviews. It provides a more candidate-friendly experience, reducing the time spent on repetitive questions and allowing for a more in-depth analysis of a candidate's technical skills. Both platforms have their unique strengths and can be used in conjunction to optimize the overall recruitment process.
Save Time Screening for Culture Add and Culture Fit
Assessment Vendor Features
Candidate Screening
Candidate Comparisons
Candidate Ranking
Talent Development
Customizable Tests
(depends on vendor)
Dashboard Reporting
Personality Testing
Cognitive Testing
Psychometrics
SHL and AdaFace ease of use and candidate experience
SHL provides a highly professional user experience, offering structured assessments designed to measure a wide array of skills and abilities. It prioritizes a seamless testing experience for candidates, with a focus on ease of use and accessibility. On the other hand, AdaFace is geared towards creating a conversational and engaging candidate experience. It utilizes AI to simulate real-world coding tasks and problems, aiming to make the assessment process more interactive and less intimidating for candidates. Both platforms strive to offer a streamlined and efficient assessment experience, though their approaches vary significantly.
SHL
AdaFace
UX and Candidate Experience
SHL software product, established in 1995 in the United Kingdom, is renowned for its user-friendly interface and positive candidate experience. With its online portal, Talent Central, it offers a seamless experience for candidates by making the process of assessments smooth and efficient. Candidates appreciate the intuitive navigation and clear instructions, making it easy for them to understand the assessment process and expectations. The software's well-designed structure provides a convenient and straightforward experience, thus reducing potential test anxiety and ensuring candidates can perform at their best.
Adaface, a Singapore-based software product founded in 2018, is designed with a user-friendly interface that offers a seamless experience for candidates. It is an AI-powered platform that enables candidates to engage in an interactive chatting process, providing them with an intuitive and engaging way to showcase their skills. The software is easy to navigate and is renowned for its ability to deliver a stress-free, convenient, and efficient experience, making the recruitment process simpler and more effective for both candidates and employers.
Entry Price (August 2023)
Custom
180
Who is it for?
Organizations interested in a powerful assessment portal
Businesses that hire technical professionals like software engineers, developers, DevOps, network architects, and more
Key Market Segments
Mid-Market
Mid-Market
G2 Review Rating (August 2023)
4.5
4.6
TrustPilot Review Rating (August 2023)
2.8
n/a
Number of G2 User Reviews
1
43
Ease of Use
n/a
9.2
Ease of Setup
n/a
9.3
Quality of Support
n/a
8.8
Product Direction (% positive)
n/a
8.9
Pre-made Test Library and Test Customization
SHL provides a solid pre-made test library for its users. It also offers customization options to tailor assessments to specific job roles or competencies, ensuring relevancy to the job role.
AdaFace offers a pre-made test library, including over 700 skills. In addition, AdaFace allows customization wherein you can create specific tests based on job role and requirements.
Assessment Categories
Assessment
Talent Management
Pre-employment Testing
Technical Screening
Recruiting
Company Information
SHL
Founded: 1995
United Kingdom
www.shl.com/en/assessments/talent-central/
Adaface
Founded: 2018
Singapore
www.adaface.com
Save time and find talent that fits your team culture and role
Gyfted takes a modern, future of work approach to candidate assessments that is in stark contrast to traditional assessment industry practices. We do not just test candidates, we pride ourselves in matching them for role fit and cultural (values) fit.
Traditional assessment companies tend to focus on quantity, charging per candidate or per test. This mode of operation doesn't necessarily consider the quality of matches or the long-term fit of a candidate within a company's culture or role. Their main priority is often to process as many tests as possible, resulting in a less personalized experience that may not accurately identify the best fit for both parties, and more spending by companies, while driving a worse candidate experience (with candidate's running on the testing hamster wheel in various recruitment marathons across companies - being re-tested, re-questioned and screened about basically the same stuff from company to company).
Traditional assessment companies tend to focus on quantity, charging per candidate or per test. This mode of operation doesn't necessarily consider the quality of matches or the long-term fit of a candidate within a company's culture or role. Their main priority is often to process as many tests as possible, resulting in a less personalized experience that may not accurately identify the best fit for both parties, and more spending by companies, while driving a worse candidate experience (with candidate's running on the testing hamster wheel in various recruitment marathons across companies - being re-tested, re-questioned and screened about basically the same stuff from company to company).
At Gyfted we emphasize quality and outcomes. We prioritize the candidate experience first. We know that a positive one attracts top talent and leads to better matches over time. Our software is built around proven assessment standards and theories, offering a range of assessments from Personality testing (Big Five) to EQ to Abstract Reasoning, and above all testing for Team Cultural Add/Fit. We don't just aim to find a candidate who can do the job, but one who also aligns with the company's culture and values, and can seamlessly integrate into the existing team dynamics. We've aligned our business model with customers. Instead of charging per test or per candidate, we charge a monthly SaaS fee based on the organization size and package - our pricing is designed to give you value, not limit usage, and enable a great candidate experience.
This model aligns us with our clients, as we're incentivized to ensure successful matches and longevity in placements, not just to increase the number of tests taken. We understand that a successful hire is about more than just skills - it's about finding mutual right fit for your team and your role, as well as talent development once inside the company.
This model aligns us with our clients, as we're incentivized to ensure successful matches and longevity in placements, not just to increase the number of tests taken. We understand that a successful hire is about more than just skills - it's about finding mutual right fit for your team and your role, as well as talent development once inside the company.
Candidate-friendly Assessments for Culture-first Companies
Personality, EQ, Logical Reasoning, Culture Add, Values, Cognitive Styles, Work Styles, Motivational, Communication Styles, Conflict-Solving Style