People Analyst (Mid-Level) Screening Assessment

Efficiently Identify Top Talent with This Comprehensive Screening Test Tailored for People Analysts

Overview of the People Analyst (Mid-Level) Screening Assessment

Are you looking to hire skilled Mid-Level People Analysts? Our Mid-Level People Analyst Screening Assessment is designed to help you streamline your hiring process. This assessment focuses on evaluating the hard skills of candidates, including Data Analysis, SQL, Python, Data Governance, Data Visualization, Tableau, and Power BI. With a mix of Concepts & Knowledge and Data Analysis tests, this assessment provides a snapshot of a candidate's abilities in just 45 minutes, allowing you to identify top performers efficiently.

Using the People Analyst (Mid-Level) Screening Assessment

Use this assessment as the first step in your hiring process for Mid-Level People Analyst candidates. By assessing candidates' technical skills in areas such as data analysis, SQL, and Python, this screening assessment helps you identify candidates who possess the necessary skills for the role. By focusing on hard skills and using auto-graded tests, you can quickly filter out candidates who do not meet the minimum requirements, saving time and resources as you move forward in the hiring process.

Test Details

Concepts & Knowledge

Test Type

Data Analysis

Test Type

45 mins

Duration

20 Questions

Length

Standard

Difficulty

Skills Covered in the People Analyst (Mid-Level) Screening Assessment

Data Analysis SQL

SQL

Assessment Overview

Streamline your hiring process and find the best Mid-Level People Analyst candidates with Alooba's Screening Assessment. This comprehensive assessment is designed to evaluate the hard skills of potential hires efficiently and accurately, ensuring that only qualified candidates progress to the next stage of your hiring process.

The assessment consists of two key parts: the Concepts & Knowledge test and the Data Analysis test. These tests cover essential skills for a Mid-Level People Analyst role, including Data Analysis, SQL, Python, Data Governance, Data Visualization, Tableau, and Power BI.

The Concepts & Knowledge test assesses candidates' theoretical understanding of key concepts in data analysis and governance, as well as their knowledge of relevant tools and techniques. This test consists of multiple-choice questions that gauge a candidate's depth of knowledge in these areas.

The Data Analysis test evaluates candidates' ability to apply their skills to real-world scenarios. They will be given a dataset and asked to analyze it using their knowledge of SQL, Python, and data visualization tools. This test provides insight into a candidate's practical problem-solving abilities and their proficiency in data analysis tools.

The entire screening assessment can be completed within 45 minutes, allowing you to efficiently evaluate the technical capabilities of each candidate. By utilizing auto-graded tests, you can save time and resources while still obtaining accurate results.

Take advantage of Alooba's Screening Assessment for Mid-Level People Analysts to streamline your hiring process and identify top talent with the necessary hard skills for the role.

Tailor the Screening Assessment to Meet Your Needs

Alooba's Screening Assessment for Mid-Level People Analysts offers flexibility and customization options to suit your specific hiring requirements. You can tailor the assessment to focus on the skills and competencies that matter most to your organization.

Customization options include selecting the specific questions to include in the assessment, adjusting the difficulty level, and even adding your own custom questions. This allows you to align the assessment with your organization's unique needs and ensure that candidates are evaluated based on the skills and competencies that are most relevant to the role.

By customizing the assessment, you can effectively assess candidates' proficiency in areas such as data analysis, SQL, Python, data governance, data visualization, Tableau, and Power BI. This ensures that you are selecting candidates who possess the specific skills and qualifications required for a Mid-Level People Analyst role.

Take advantage of Alooba's customization options to create a screening assessment that is tailored to your organization's needs, helping you find the best-matched candidates for your Mid-Level People Analyst positions.

Unlock the Benefits of Effective Screening for Mid-Level People Analyst Roles

Save Time, Find Qualified Candidates, and Optimize Your Hiring Process

When hiring for Mid-Level People Analyst roles, using an effective screening assessment can offer numerous benefits to your organization:

Time Savings: By utilizing a standardized assessment, you can efficiently evaluate candidates' hard skills, saving time on manual resume reviews and initial screenings.
Accurate Evaluation: The assessment focuses on the specific hard skills required for a Mid-Level People Analyst, ensuring that candidates possess the necessary technical expertise in areas such as data analysis, SQL, Python, and data visualization.
Efficient Candidate Filtering: By using auto-graded tests, you can quickly identify candidates who meet the minimum requirements and filter out those who do not possess the necessary hard skills.
Consistency and Fairness: Every candidate goes through the same set of questions, ensuring a fair and consistent evaluation process.
Objective Decision-Making: The assessment provides objective data that helps you make informed decisions based on candidates' performance and technical capabilities.
Streamlined Hiring Workflow: By leveraging an efficient screening process, you can focus your time and resources on the most qualified candidates, optimizing your overall hiring workflow.

As you strive to find the best Mid-Level People Analysts for your organization, Alooba's Screening Assessment can be a valuable tool to streamline your hiring process, save time, and ensure you identify skilled candidates who possess the necessary hard skills for the role.

Essential Competencies for a Mid-Level People Analyst

Key Skills and Qualifications to Look for in Candidates

When evaluating candidates for Mid-Level People Analyst roles, it is important to consider the following essential competencies and skills:

Data Analysis: Mid-Level People Analysts should have a strong foundation in data analysis techniques, including data cleansing, data transformation, and data modeling. They should be proficient in using tools like SQL and Python for data manipulation and analysis.
SQL: Proficiency in SQL is crucial for querying databases, extracting relevant data, and performing complex data manipulations.
Python: A solid understanding of Python programming is essential for data analysis and automation tasks. Candidates should be able to write and execute Python scripts to extract, clean, and analyze data.
Data Governance: Mid-Level People Analysts should have knowledge of data governance principles and practices. They should understand data quality, data privacy, and compliance requirements.
Data Visualization: Strong data visualization skills are important for effectively communicating insights and findings to stakeholders. Candidates should be proficient in using visualization tools like Tableau and Power BI to create intuitive and impactful visualizations.
Written and Verbal Communication: Candidates should have excellent written and verbal communication skills to effectively convey complex data-driven insights to non-technical stakeholders.
Attention to Detail: Mid-Level People Analysts need to have a keen eye for detail to ensure data accuracy and identify anomalies or patterns in datasets.
Problem-solving: Candidates should possess strong problem-solving skills and be able to apply analytical thinking to identify and resolve data-related issues.

By assessing candidates for these competencies, you can identify individuals who have the necessary skills and qualifications for a Mid-Level People Analyst role. Alooba's Screening Assessment is designed to evaluate these competencies and help you find candidates who are well-suited for the position.

The Risks of Hiring a Mid-Level People Analyst Without Core Competencies

Mitigate Risks and Ensure Successful Hiring Outcomes

Hiring a Mid-Level People Analyst without the necessary core competencies can lead to several risks and challenges for your organization:

Inaccurate Analysis: Without a strong foundation in data analysis, SQL, and Python, a Mid-Level People Analyst may produce inaccurate or misleading analysis, leading to flawed business decisions.
Limited Data Governance Knowledge: Candidates lacking knowledge of data governance principles can put your organization at risk of data breaches, compliance issues, and compromised data quality.
Ineffective Data Visualization: If a candidate is unable to create clear and meaningful visualizations using tools like Tableau and Power BI, the insights they present may not effectively communicate findings to stakeholders.
Communication Challenges: Mid-Level People Analysts need to effectively communicate complex data-driven insights to both technical and non-technical stakeholders. Candidates lacking strong verbal and written communication skills may struggle to convey information effectively.
Lack of Attention to Detail: Candidates who lack attention to detail may miss critical insights or make errors in data analysis, which can lead to incorrect conclusions and flawed decision-making.
Poor Problem-solving Abilities: Mid-Level People Analysts need to be adept at problem-solving and analytical thinking to identify and resolve data-related issues. Candidates who lack these skills may struggle to address complex problems effectively.

To mitigate these risks, it is crucial to thoroughly assess candidates' core competencies during the hiring process. Alooba's Screening Assessment can help you identify candidates with the necessary skills and qualifications, ensuring successful hiring outcomes and minimizing potential risks.

Using the Assessment to Identify Top Mid-Level People Analyst Candidates

Alooba's Screening Assessment for Mid-Level People Analysts provides valuable insights to help you identify top candidates for your organization. Once candidates have completed the assessment, their results are automatically calculated and displayed in your Alooba dashboard.

The assessment includes both the Concepts & Knowledge test and the Data Analysis test, which are auto-graded. This allows you to effortlessly evaluate candidates' performance and technical proficiency. The scoring system not only considers the correctness of answers but also assesses the depth of understanding in key areas such as data analysis, SQL, Python, data governance, and data visualization.

Alooba's platform also offers a benchmarking feature, allowing you to compare candidates' scores against an established benchmark. This enables you to identify candidates who demonstrate exceptional skills and knowledge relative to the benchmark, indicating their potential to excel in a Mid-Level People Analyst role.

Additionally, the assessment provides detailed insights into candidates' performance in specific skill areas, helping you identify strengths and areas for development. These insights empower you to make informed decisions and select the most qualified candidates for further consideration.

Utilize Alooba's Screening Assessment to streamline your candidate evaluation process and identify top Mid-Level People Analyst candidates who possess the necessary hard skills and competencies for success.

Hear From Our Happy Customers

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

We get a high flow of applicants, which leads to potentially longer lead times, causing delays in the pipelines which can lead to missing out on good candidates. Alooba supports both speed and quality. The speed to return to candidates gives us a competitive advantage. Alooba provides a higher level of confidence in the people coming through the pipeline with less time spent interviewing unqualified candidates.

Scott Crowe, Canva (Lead Recruiter - Data)

I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)

How can you accurately assess somebody's technical skills, like the same way across the board, right? We had devised a Tableau-based assessment. So it wasn't like a past/fail. It was kind of like, hey, what do they send us? Did they understand the data or the values that they're showing accurate? Where we'd say, hey, here's the credentials to access the data set. And it just wasn't really a scalable way to assess technical - just administering it, all of it was manual, but the whole process sucked!

Cole Brickley, Avicado (Director Data Science & Business Intelligence)

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

We get a high flow of applicants, which leads to potentially longer lead times, causing delays in the pipelines which can lead to missing out on good candidates. Alooba supports both speed and quality. The speed to return to candidates gives us a competitive advantage. Alooba provides a higher level of confidence in the people coming through the pipeline with less time spent interviewing unqualified candidates.

Scott Crowe, Canva (Lead Recruiter - Data)

I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)

How can you accurately assess somebody's technical skills, like the same way across the board, right? We had devised a Tableau-based assessment. So it wasn't like a past/fail. It was kind of like, hey, what do they send us? Did they understand the data or the values that they're showing accurate? Where we'd say, hey, here's the credentials to access the data set. And it just wasn't really a scalable way to assess technical - just administering it, all of it was manual, but the whole process sucked!

Cole Brickley, Avicado (Director Data Science & Business Intelligence)

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

Over 50,000 Candidates Can't Be Wrong

The assessment exam was interesting enough to test my sales and marketing knowledge.

Vera

Business development rep for Australian startup

Thank you for the opportunity to take your assessment test. It was a great experience, it is the best test assesment I have taken so far.

Jordan

Sales development rep candidate for internet startup

I enjoyed taking this assessment, it was refreshing to undergo these kind of test to be able to navigate to the skills and knowledge to do the job.

Aldrin

Senior growth analyst candidate at global travel company

Overall I am very happy with the way this test is structured, specially adding the video at the end is an unique experience where it showcases my personality to the recruitment team.

Neeraj

Social media strategy analyst for global hotel company

Can I tweak the content in the test to match our requirements?

Yes absolutely! While this template helps you get started testing in just 3 clicks, you can configure the test just how you like it. Feel free to change the contents, adjust the time, difficulty and anything else about the test.

Is the test automatically graded?

Yes the test is automatically graded, saving your precious screening time, removing the chance of bias and allowing your give 100% of your candidates a fair chance.

What proportion of candidates will complete the test?

We've seen anywhere from 65%-100%. It really depends on your employer brand, how appealing your job is, how quickly you assess candidates after applying and how well the job ad matches the test.

Can candidates cheat on the test?

Alooba includes advanced cheating prevention technology to guard against a range of cheating types, including AI cheating with ChatGPT.

Can we add our own questions?

The test comes pre-configured with questions from Alooba's expert-written question bank. But yes, you can also add your own questions using the question bank.