The Wonderlic Personnel Test (formerly known as Wonderlic Cognitive Ability Test ) is a popular group intelligence test used to assess employee talent for learning and problem solving in various jobs. The Wonderlic is available in 12 different languages ​​and is often used in colleges, entry level jobs, and team-building efforts. It consists of 50 multiple choice questions that must be answered in 12 minutes. This test was developed by Eldon F. Wonderlic. The score is calculated as the number of correct answers given in the given time. A score of 20 is intended to show average intelligence (in accordance with the results of intelligence 100). Wonderlic, Inc. claiming a score of at least 10 points indicates a person is literate. The new version released in January 2007 called the Wonderlic Contemporary Cognitive Ability Test (formerly known as Wonderlic Personnel Test - Revised), contains more precise questions for the 21st century; available online and in print, while the original test is only available on paper. The Wonderlic test is based on another test called Otis Self-Administering Test of Mental Ability.
Video Wonderlic test
Histori
Created in 1936 by E. F. Wonderlic, the Wonderlic Personnel Test is the first short-form cognitive ability test. It was developed to measure general cognitive abilities in math, vocabulary, and reasoning. Wonderlic creates and distributes it as a graduate student in the psychology department at Northwestern University from his home. Regarding the time specified for the test, Eldon F. Wonderlic, in an article released in 1939, states the following: "The duration of the test is made in such a way that only about two to five percent of the average group completes the test within the time limit of two twelve minutes. "
Originally designed to assist in the selection of employees, the Wonderlic Armament Test has also been used by the US Armed Forces and the National Football League for selection purposes. During World War II, the Navy began using Wonderlic Weapon Test to select candidates for pilot training and navigation. In the 1970s Tom Landry, the Dallas Cowboys coach, was the first to use the Wonderlic Personnel Test to predict player performance. It is still used in the annual NFL Combine as a pre-draft assessment. In short, it tries to filter out candidates for specific jobs in the shortest time possible. This can be called a quick IQ test.
The Wonderlic test is constantly updated with repeated question evaluations. Also, beginning in the 1970s, Wonderlic began to develop other forms of Wonderlic Personnel, some of which include: Wonderlic Perception Ability Test, Wonderlic Scholastic Level Exam, or Wonderlic Cognitive Capability Test. There are currently 30 tests offered by Wonderlic, Inc.
Maps Wonderlic test
Apps for industry-organizational psychology
The Wonderlic Test, as a vocational and intelligence test, is under the field of Industrial and Organizational Psychology. As personnel, the Wonderlic test is used to measure potential job applicants, potential education, and training potential. Six forms of these tests are available (A, B, C, D, E, and F) in which Wonderlic suggests that when these two versions will be used, the best combination is A and B or D and F. However, a study conducted by psychologists Kazmier and Browne (1959) suggest that none of these forms can be regarded as a direct equivalent. Although there is no shortage of tests that can be used in Wonderlic places, such as IQ or the Mechanical Aptitude Test, it is a quick and simple vocational test for recruitment and selection of personnel. The Wonderlic Test has been reviewed by the American Psychological Association and has been considered a viable field application for industrial use of personnel testing. Other sources can be found in the APIC PsycNET database.
Sample question
Similar to other standard tests, the Wonderlic Cognitive Ability Test presents its questions in an open-ended response format that becomes increasingly difficult when one progresses through the test. The types of questions that appear in the oldest version of the Wonderlic test include: analogies, geometric figure analysis, arithmetic, follow directions, chaotic phrases, judgments, logic, verb matching, equations, and word definitions. However, those questions may take a different angle depending on the 'intelligence' of question-makers. Exercise questions will include:
- If a rope costs 20 cents per 2 feet, how many feet can you buy for 30 dollars?
- Which of the numbers in this group represents the smallest amount? a) 0.3 b) 0.08 c) 1 d) 0.33
- High-speed trains cover 25 feet in 1/3 of a second. In 4 seconds, the train will travel __? __ feet.
- Hours lost 2 minutes and 36 seconds in 78 days. How many seconds are lost each day?
Abbreviated, unofficial version of this test is available online. While these tests are not as complex as the original Wonderlic test, or endorsed by Wonderlic, they follow many of the same concepts.
Simple and concise versions of the Wonderlic test appear in the newer edition of the Madden NFL video game series. The Madden version of this test is taken in the "Superstar Mode" section of the game, to make the gaming experience more realistic, though, now optional. The questions usually consist of basic math and English. For example, "If Adrian Peterson runs 125 yards in one match, how many meters will he have at the end of the season if he continues to follow this step?". The player has four answers to choose from when taking this test version.
The middle trend of the Wonderlic score
Serving as a quantitative measure for entrepreneurs, scores collected by employers and applicant scores can be compared to professional standards, as well as with security guards or, simply, compared to a number of other applicants who happen to apply for the same or similar position at that time. Each profession has its own, unique, average; therefore, different professions require different standards.
Median score by profession
Registered is an example of a median score based on professions on the Wonderlic test from 1983. This score is listed in descending order of numbers, and professions with the same score have been sorted alphabetically.
Average score in NFL by position
Despite being used in various settings, the Wonderlic test has become famous for its use in NFL's Scouting Combine. According to Paul Zimmerman's The New Thinking Man's Guide to Pro Football, the average score of NFL players by position is as follows:
- Offensive attack - 26
- Center - 25
- QuarterbackÃ, - 24
- GuardÃ, - 23
- Late end - 22
- Security - 19
- Linebacker - 19
- CornerbackÃ, - 18
- Width receiver - 17
- Return - 17
- Half back - 16
An average soccer player usually scores about 20 points. Most teams want at least 21 for quarterbacks.
Some well-known players who score below average include:
- Darren Davis - 4 (Undrafted, then playing Canadian Football)
- Morris ClaiborneÃ, - 4 (first round pick in NFL Draft 2012, lowest score ever known by NFL players)
- Mario Manningham - 6 (third round pick in NFL Draft 2008)
- Frank GoreÃ, - 6 (third round selection in NFL Draft 2005)
- Vince Young - 6 (picking the third overall of the 2006 NFL Draft, Young returns to the test the next day and scores 16)
- Tavon AustinÃ, - 7 (first round selection in NFL Draft 2013)
- Terrelle PryorÃ, - 7 (third round selection in NFL Supplemental Draft 2011)
- Carlos HydeÃ, - 9 (second round pick in NFL Draft 2014)
- Travis HenryÃ, - 9 (second round pick in NFL Draft 2001)
- Sebastian Janikowski - 9 (first round pick in NFL Draft 2000)
- Charles RogersÃ, - 10 (voted the second overall in NFL Draft 2003)
- Jeff George - 10 (first overall election in NFL NFL 1990)
- Darrelle Revis - 10 (first round pick in NFL Draft 2007)
- Keyshawn Johnson - 11 (first overall election in NFL NFL 1996))
- Cordarrelle PattersonÃ, - 11 (first round pick in NFL Draft 2013)
- Ray LewisÃ, - 13 (first round pick in NFL Draft 1996, Hall of Fame inductee)
- Simeon Rice - 13 (third overall election in NFL Draft 1996)
- Lamar Jackson - 13 (first round pick of NFL Draft 2018)
- Jim Kelly - 15 (first round pick in 1983 NFL Draft, Hall of Fame inductee)
- Donavan McNabb - 15 (second overall choice of NFL Draft 1999)
Some of the well-known players who score above average include:
- Tom Brady - 33 (pick sixth round in 2000 NFL Draft)
- Steve Young - 33 (first round selection of NFL Supplemental Draft 1984)
- Luke KuechlyÃ, - 34 (1st round selection in NFL Draft 2012)
- Aaron RodgersÃ, - 35 (pick first round at NFL Draft 2005)
- Jonathan Ogden - 35 (Fourth overall choice in NFL Draft 1996)
- Sam BradfordÃ, - 36 (select the first one in NFL Draft 2010)
- Colin KaepernickÃ, - 37 (pick second round at NFL Draft 2011)
- Andrew Luck - 37 (choose first overall in NFL Draft 2012)
- Tony RomoÃ, - 37 (not archived in 2003)
- Josh Allen - 37 (first round pick in NFL Draft 2018)
- Matthew StaffordÃ, - 38 (1st overall selection at NFL Draft 2009)
- Eli ManningÃ, - 39 (choose first overall in NFL Draft 2004)
- Alex SmithÃ, - 40 (choose first overall in NFL Draft 2005)
- Carson Wentz - 40 (first round, 2nd overall selection in NFL Draft 2016)
- Calvin JohnsonÃ, - 41 (pick first round at NFL Draft 2007)
- Ryan NassibÃ, - 41 (fourth round pick in Draft 2013 NFL)
- Blaine GabbertÃ, - 42 (pick first round at NFL Draft 2011)
- Eric DeckerÃ, - 43 (third round selection at NFL Draft 2010)
- Greg McElroyÃ, - 43 (pick seventh round in NFL Draft 2011)
- John UrschelÃ, - 43 (fifth round selection in NFL Draft 2014); started working on a PhD in mathematics at MIT in 2016
- Matt BirkÃ, - 46 (pick six rounds in NFL Draft 1998)
- Ryan FitzpatrickÃ, - 48 (pick seven rounds in the NFL Draft 2005; the test is finished in the nine-minute note)
- Ben WatsonÃ, - 48 (pick first round at NFL Draft 2004)
- Mike MamulaÃ, - 49 (first round pick in NFL Draft 1995; second highest scores ever reported)
- Pat McInallyÃ, - 50 (the fifth round pick in the NFL Draft 1975; only players who are known to have a perfect score)
Predictor is successful at NFL
John P. Lopez of Sports Illustrated proposed the 26-27-60 rule to predict the success of quarterbacks in the NFL (at least 26 on Wonderlic, at least 27 campus starts, and at least 60% completion of graduation) and lists some examples of success and rule-based failure. A 2005 study by McDonald Mirabile found that there was no significant correlation between the Wonderlic quarterback score and the quarterback thrower rating, and there was no significant correlation between the Wonderlic quarterback score and quarterback salaries. Similarly, a 2009 study by Brian D. Lyons, Brian J. Hoffman, and John W. Michel found that the Wonderlic score failed positively and significantly predicted future NFL performance for any position. Donovan McNabb, whose 14 scores are the lowest of five quarterbacks taken in the first round of the 1999 NFL Draft, has the longest and most successful career.
The Lyons study also found that the relationship between Wonderlic test scores and NFL performance in the future is negative for some positions, indicating the higher the player's score on the Wonderlic test, the worse the player will perform in the NFL. According to McInally, selected by Cincinnati Bengals in the fifth round of the 1975 NFL Draft, George Young told him that his perfect score caused him to be picked later than he should have been. McInally speculates that "coaches and front-office people do not like extremes one way or the other, but especially not on the high side." I think they think smart people will be too much against authority. " Mike Florio from Profootballtalk.com agrees with McInally:
Printing too high can be a problem because the score is too low. The soccer coach wants to order the locker room. Being smarter than individual players makes it easier. Having a man in a locker room who might be smarter than any member of the coaching staff can be seen as a problem - or at least as a threat to the egos of those who hope to be when it is necessary to outsmart the players, especially when trying to manipulate them.
Job performance (ie, success in NFL) also includes irregularities. A 2016 study found that Wonderlic significantly predicted future arrests - the so-called criminal off-duty irregularities - in the NFL draft.
Reliability
In 1982, Carl Dodrill conducted a study in which 57 adults were given Wonderlic twice over a five-year period. In the Journal of Clinical Consultation and Psychology , Dodrill reports that the reliability of the re-tests for Wonderlic is 0.94.
In 1956, Weaver and Boneau reported in the Journal of Applied Psychology that two of the five forms, A and B, published at the time were more difficult than others which caused the scores on the forms to be significantly lower than the score obtained on the CF form. Regarding the observed differences, Weaver and Boneau stated: "This is consistent with the history of test development.Forms D, E, and F consist of items selected from Otis Higher, while A and B were developed later and included items not found in Otis. "The findings, apparently, undo the claim that they are equivalent or consistent. E. N. Hay made similar observations as well. Hay found that the F shape was significantly easier than Form D. Subsequently, Kazmier found Form B to be the most difficult of the five forms and, thus, recommended that "not be regarded as a direct equivalent to any of the forms." Kazmier also found Form D and F are significantly different from each other and recommended that these forms be considered unequal. In a study of the reliability of test-retests from Wonderlic, conducted in 1992, Stuart McKelvie "concluded that conscious repetition of specific responses did not seriously increase the reliability estimates of re-tests." Simply put, one's memory of some answers does not significantly affect a person's score on Wonderlic.
Recently, according to a 1989 article in Psychological Reports, Wonderlic scored r =.87 on a scale of reliability compared with a Pearson test score of r = 0.21.
Validity
In an article written in the Psychological Report, T. Matthews and Kerry Lassiter reported that the Wonderlic test "is closely related to the overall intellectual function," which is what is meant to measure. However, Matthews and Lassiter did not find Wonderlic to be a measure of fluid success and crystallized intelligence, and they stated that "the Wonderlic test scores do not clearly show evidence of convergent or diverging validity in two broad domains of cognitive ability." In academic tests, the Wonderlic test has shown a high correlation with aptitude tests such as the Aptitude General Test Battery.
Type
The test is divided into four distinct parts: cognitive, skill, personality, and behavior. Scores are a predictor of the possible suitability of prospective employees in the field for which they are applying. Each test has a different number of questions and times, and can or can not be provided through the computer.
Skill
First created in the 1950s by Wonderlic's son, Charles F Wonderlic Sr., a skill test measuring one's skills in areas such as mathematics or English. There are three types of skill tests: Perceptual Ability Test, Wonderlic Basic Skills Tests, and Office Trial and Wonderlic Software Expertise. The Wonderlic Perscept Ability Tests measure the individual's ability to answer numerical and alphabetical details with accuracy. The Wonderlic Basic Skills Test measures one's math and verbal skills. Wonderlic Office and Software Skills Tests test the capabilities of one's computer and the use of basic software.
Cognitive Ability (Wonderlic Personnel Test & Wonderlic SLE)
Released in the 1990s, the Wonderlic Personnel Test measures individual ability in problem solving and learning. The Wonderlic Personnel test is divided into two different test forms: Wonderlic Weapon Test - Quicktest (30 questions in 8 minutes) and Wonderlic Persian Tests (50 questions, 12 minutes). The Wonderlic Personnel Test-Quicktest differs from the Wonderlic Personnel Test in this case not initiated gives the employer a general idea of ​​the potential cognitive abilities of the applicant. The Wonderlic Personnel Test is a much more comprehensive test.
The Wonderlic SLE is a scholastic version of the Wonderlic Personnel Test and is generally provided to school nurses and medical program applicants.
Behavioral responsibility
Behavior Obligations are a test of judgment for the individual to measure the potential of the individual in engaging in counterproductive or unethical behavior in a community. Divided into two parts: Wonderlic Behavioral Risk Profile and Wonderlic Behavioral Risk Profile Plus. Each test measures individual liability in a group, for example, theft. The Wonderlic Behavioral Risk Profile examines three characters of individual behavior: neuroticism, conformity, and thoroughness. The Wonderlic Behavioral Risk Profile Plus is similar to the Wonderlic Behavioral Risk Profile, but Wonderlic Behavioral Risk Profile Plus contains additional questions including background disclosure and productivity results.
Personality
The Wonderlic Personality Test measures personal characteristics that are widely accepted as predictors of expected job performance. Wonderlic claims that using the Wonderlic Personality Test to select individuals who are aligned with position demands, employers can improve employee productivity, employee satisfaction and customer service while reducing recruitment costs and employee turnover.
Added during the 1990s, the Wonderlic Personality Test contains two parts. The Wonderlic Five-Factor Personality Profile and the Seven-factor Wonderlic Personality Profile. Using the five key dimensions of a person's personality, the Five-Wonderlic Personality Profile uses five key dimensions of personality tests: extraversion, friendliness, precision, emotional stability/neuroticism, and openness to experience. This is basically the same construction as the Big Five personality traits, also known as the Five Factor Model.
The Seven-Factor Personality Profile Wonderlic tests individuals on seven different dimensions of the Wonderlic Five-Factor Personality Profile: emotional intensity, intuition, recognition motivation, sensitivity, firmness, confidence, and good impression. Personality Profile Test Seven Wonderlic-oriented Factors are more for customer service employees.
References
External links
- Official site
- Merron, Jeff (February 28, 2002). "Taking your Wonderlics". ESPN Page 2 . Retrieved September 13, 2016 . Ã,
- Reilly, Rick (April 23, 2001). "Applying My Injuries". Sports Illustrated . Retrieved September 13, 2016 .
Source of the article : Wikipedia
0 Comments