Wonderlic rules

Wonderlic rules DEFAULT

Field Notes

If you are reading this article, then you have probably been informed by a hiring manager at your dream job that you will be required to take, and pass, a Wonderlic test to progress through the interview process. Your head is likely buzzing with thoughts:

“Wait … the Wonder … what?” 

“I haven’t been in school for years, and I am not a good test-taker as it is!” 

“What is on the Wonderlic, and how do I prepare for it?”

“Is this test going to keep me from getting a job I know I am qualified for?”

If this is how you feel, there is some good news for you: the Wonderlic is beatable (even if you have been out of school for years), and you can prepare for it.

What Is the Wonderlic, Anyway?

The Wonderlic Personnel Test (also known as the Wonderlic Cognitive Ability Test, but most often simply referred to as “the Wonderlic”) is a popular 50-question pre-employment assessment. The Wonderlic is challenging because test-takers receive only 12 minutes to complete the exam. According to Wonderlic, Inc., roughly two percent of test-takers finish the test in the time allotted, and the average score is less than 50 percent. Hiring managers use Wonderlic scores to determine whether a candidate passes through to the next phase of the interview.

The Wonderlic intimidates many job candidates, but you can prepare for your Wonderlic test and improve your score easily. Here are five things you can do now to immediately boost your score:

1. Understand How Wonderlic Scores Its Tests

You are awarded one point for every question answered correctly. You do not incur any penalty for guessing. Your final score is the number of questions you answered correctly out of the possible 50 questions. If you do not know the answer to a question, you should guess and move on.

2. Review Fractions

There are several types of questions on the Wonderlic covering a variety of categories including logic, spatial recognition, and verbal reasoning. However, a significant portion of the exam is composed of mathematical word problems. A chunk of these word problems tests your skill with fractions. You should note that you will not be allowed to use a calculator on the exam, so reviewing fraction operations is worth your time.

Here is an example of a fraction-based question you would see on a Wonderlic assessment:

A high-speed train travels 25 feet in 1/3 second. In 4 seconds, the train will have traveled __?__ feet.

A. 210

B. 240

C. 270

D. 300

E. 350

The Wonderlic loves ratio problems, and this is quite similar to ones that pop up on the exam rather frequently. Prepare for these by reviewing how to multiply and divide fractions. Also, these questions become much easier if you use a “get to one” strategy, which helps to simplify problem solving in the shortest amount of time.

Example Solution: If a train travels 25 feet in 1/3 second, then it must travel 3 times that far in 1 whole second: 25 feet x 3 = 75.

75 feet x 4 (seconds) = 300 (answer D)

3. Review Analogies

Another common Wonderlic question requires you to complete an analogy by filling in the blank. Here is an example:

PHOTOGRAPH is to BLURRY as KNIFE is to ___?___.

A. SHARP

B. PAIN

C. CUT

D. DULL

E. STEEL

Analogies tend to scare test-takers, but if you can build what we call “relationship sentences” with the words provided, then these problems become much easier. Relationship sentences help you solve analogies by establishing a relationship with the first group of words and then finding the word that copies that relationship in the second group. The answer to the question above is D.

4. Review Proverbs

The Wonderlic’s proverb questions are some of the test’s trickiest. A proverb is a pithy statement that tries to impart some bit of advice on the listener. Some questions on the Wonderlic will give you a list of five proverbs and ask which two have similar meanings.

Here is an example:

Two of the following proverbs have similar meanings. Which ones are they?

A. Rome wasn’t built in a day.

B. Fortune favors the bold.

C. Birds of a feather flock together.

D. When in Rome, do as the Romans.

E. Hitch you wagon to a star.

Familiarizing yourself with English proverbs will help you attack these questions; however, if you encounter one or more proverbs that you are unfamiliar with, try to translate each proverb to a more common saying. For example, “Hitch your wagon to a star” sounds similar to “reach for the stars.”

The correct answer to this question is B and E.

5. Take as Many Practice Tests as You can

Familiarizing yourself with the exam and giving yourself as many opportunities to practice are essential to improving your score. Most people come away disappointed with their results because they did not prepare for the time constraint. Practicing will allow you to get familiar with the content of the exam and also get into a good rhythm so you can maximize your score.

Alexander Hollis is the founder of BeatTheWonderlic.com,the leader in Wonderlic test preparation. For more information and a free Wonderlic practice test, click here.

Sours: https://www.recruiter.com/i/wonderlic-101-what-it-is-and-how-to-beat-it/

The Wonderlic Personnel Test (also referred to as the Wonderlic Cognitive Ability Test) was created in 1936 by E.F. Wonderlic, who was at the time a graduate student at Northwestern University. The test was originally designed to test the overall aptitude of employees for certain jobs or tasks. The test is sometimes called a “quick IQ test” because of the short 12-minute time limit placed on the test. While it is not the same as an IQ test, it does focus on determining overall cognitive abilities in the areas of math, vocabulary, and reasoning.

While the original test has undergone many changes, including a revision in 2007 to update the questions to those more relevant to the 21st century – the main aim and the format of the test has remained largely unchanged. A number of different versions of the test have been developed to ascertain a wide range of qualities, such as personal traits, skills, cognitive ability, personality and even behavioral liability.

How smart are you? Try our quick IQ test!

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Two of the more notable organizations that regularly use some version of the Wonderlic Personnel Test are the US Military and the NFL. During WWII, the US Navy began using the Wonderlic test to identify individuals possessing the right traits and skill sets to be pilots and navigators. In the 1970’s, Dallas Cowboys coach Tom Landry began to use the Wonderlic test to help evaluate player performance and the test is still used today as a part of the NFL combine. In fact, a simplified version of the Wonderlic test is also included in more recent versions of the Madden NFL video games.

Check out our huge list of NFL Wonderlic scores.

How does the Wonderlic test work?

Test subjects have 12 minutes to answer a series of 50 multiple choice questions that get subsequently more difficult as the test progresses. Both the limited time frame and the increasing difficulty of the questions help to determine how well a person performs and makes decisions under stress.

What is a Wonderlic score?

The Wonderlic test score is calculated very simply. For each of the 50 questions answered correctly within the allotted 12 minutes, the test taker receives one point. So, if 26 questions are answered correctly, the test taker would receive a score of 26 out of 50.

What is a good score on the Wonderlic? What is the average Wonderlic score?

20 correct answers out of 50 in the allotted time of 12 minutes is generally perceived to be the average score for the Wonerlic test. While “good” is a subjective term, to be above average one would have to score a 21 or greater on the test.

Wonderlic test score percentiles

While the Wonderlic test is not an IQ test, its results can be charted similarly to common IQ tests like the Stanford-Binet or Wechsler Adult Intelligence Scale. Wonderlic results can be scored on a bell curve, with the highest and lowest scores representing the highest and lowest percentiles, with the middle representing the majority of scores.

A score of 16 or below represents roughly the lowest 25th percentile, a score between 17 and 26 represents roughly the middle 50th percentile and a score of 27 or higher represents the top 25th percentile, with a score of 40 or higher representing the top 1%.

A rough breakdown of scoring ranges for the Wonderlic exam could look like this

  • Extremely Low: 0 to 8
  • Low: 9 to 19
  • Average: 20
  • High: 25 to 40
  • Genius: 40 to 50 correct

While it may seem like the most sought-after individuals are those with the highest Wonderlic scores, this is not always the case. In fact, it has been said that some organizations in the NFL often look specifically for players with a score towards the 50th percentile. The idea behind this being that they want players that will follow directions and be a team player, not necessarily those that will think too much for themselves. A higher Wonderlic score is perceived as being indicative of the type of intelligence that makes a player think too independently.

The exception to this rule seems to be at the position of Quarterback, where the ability to think independently seems to be of greater advantage. Several of the first round draft picks and highest producing quarterbacks in the last several years have all scored exceptionally high on the Wonderlic assessment. These include Aaron Rodgers, Sam Bradford, Colin Kaepernick, Andrew Luck, Tony Romo, Matthew Stafford, Eli Manning, Alex Smith, Carson Wentz and Blaine Gabbert, who all scored a 35 or above.

Conversely, a number of other industries also have a target score that is considered most optimal for that profession. Here are a few of the median scores for these industries or professions:

  • Systems analyst – 32
  • Accountant – 28
  • Executive – 28
  • Teacher – 28
  • Librarian – 27
  • Electronics Technician – 26
  • Salesperson – 25
  • Secretary – 24
  • Electrician – 23
  • Nurse – 23
  • Cashier – 21
  • Firefighter – 21
  • Receptionist – 21
  • Security guard – 17
  • Warehouse worker – 15
  • Janitor – 14

Validity of the Wonderlic test

Validity is measured in two ways in standardized testing. This includes reliability over time and reliability of prediction of outcomes. To determine the reliability over time, a sample pool of individuals can be tested over a period of time. If their scores remain largely unchanged regardless of changes in life circumstances and increased education then it shows the testing is being conducted in regards to traits that do not change over time.

In 1982, a study was done of 57 adults who took the Wonderlic twice over a five-year period. the test-retest reliability was reported as being 94%. In terms of overall validity, a 1989 article in Psychological Reports gave the Wonderlic a correlation coefficient of r=.87 in comparison to the similar Pearson test which scored r=.21.

A more recent article from Psychological Reports, however, showed that the Wonderlic was highly accurate at testing overall intellectual functioning, but is not as accurate at determining levels of fluid or crystallized intelligence. In other words, it is great at identifying sharp, quick-witted concrete thinkers, but not so great at measuring the intelligence of “outside-the-box” thinkers.

Where to Take the Test

Wonderlic tests have to be taken at an approved site given by a proctor. Official score copies will be administered once the test is graded. If the test is being taken for a specific job, the employer will pay the fees for the test. Fees can range from $50 to $200 depending on where the test is taken.

Practicing for the Wonderlic

What to Expect During Testing

The test taker will be asked to provide an ID to take the test and obtain their results. The test is administered and it is timed so the proctor will tell those taking the test when to begin and when to stop. The takers have 12 minutes to answer as many of the 50 questions as they can correctly. Any unanswered questions will be counted as incorrect.

What are the Wonderlic Test Types?

There are several available tests provided by Wonderlic, which are primarily administered to students or job seekers. While there are many tests provided by Wonderlic, here are several of the most popular versions.

For Students

Scholastic Level Exam

The Scholastic Level Exam (SLE) is used by schools and universities to assist with predicting academic outcomes for prospective or current students. This helps supplement other student body outcome statistics like GPA, transfer rates, student loan defaults, job placement rates, and graduation rates.

The test can be administered either as the traditional Scholastic Level Exam (50 questions in 12 minutes) or as the Quicktest version (30 questions in 8 minutes). The quicktest is not proctored and can be taken from any location, while the traditional version is proctored.

Test questions are comprised of mathematical reasoning, reading comprehension, word matching, and spatial comprehension questions.

For Job Seekers

Personnel Test

The Wonderlic Personnel test is typically administered to prospective employees during the application process. The test provides the employer with information about a job candidate’s ability to learn, apply knowledge, understand instructions, and solve problems. The test also measures their perceived future satisfaction with a specific job, which helps a company avoid mis-hires.

Questions are administered online and the candidate has 12 minutes to complete the 50 question test. Test questions are comprised of mathematic reasoning, reading comprehension, word matching, and spatial comprehension questions.

For Both

Basic Skills Test

The Basic Skills Test is offered to both job seekers and students as a longer than typical version of the traditional Wonderlic test. It is designed for students and job seekers that will require communication and mathematical skills on an ongoing basis to succeed.

The Basic Skills test focuses on assessing math and verbal knowledge, and divides the test into 45 math and 50 verbal questions. 20 minutes is given to complete each section of the test.

Test questions are comprised of information retrieval, word knowledge, and sentence construction questions.

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Sours: https://wonderlictestpractice.com/wonderlic-test/
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Simply put, the Wonderlic test is the most common pre-employment cognitive ability test. In English, that means that the Wonderlic is an IQ test given to job applicants.

Hiring is a very difficult (and expensive) thing for employers to do, so they sometimes look for ways to quickly eliminate applicants. The Wonderlic test is a quick exam that allows employers to make immediate decisions about whether to hire someone or not.

The test is called “the Wonderlic” simply because that is the name of the company that creates the exam (Wonderlic, Inc.). 

One thing you should note is that Wonderlic, Inc creates a whole bunch of different types of Wonderlic tests. You may have come across this if you Googled “Wonderlic” and saw that there is a Wonderlic Basic Skills Test, there are Wonderlic Personality Tests, etc.

As a rule,  whenever you hear just “Wonderlic test” this refers to the Wonderlic Personnel Test (which is also sometimes called the Wonderlic Cognitive Ability Test). This is the most common pre-employment exam and the test we are talking about in this article. If you are unsure which Wonderlic test you are taking, check out this article: What Wonderlic Test Am I Taking?

There is no need to get overwhelmed by how many variations of Wonderlic tests there are. If you were told you are taking a “Wonderlic Test” then it is the Wonderlic Personnel Test (WPT-R).

 

 

 

The Wonderlic test is similar to an IQ test. Wonderlic, Inc describes the Wonderlic test this way:

“The Wonderlic Personnel Test (WPT-R) helps measure general mental ability, widely accepted as being one of the single best predictors of job success. It helps measure a candidate’s ability to understand instructions, learn, adapt, solve problems and handle the mental demands of the position.” – Wonderlic, Inc.

Now, I always tell people this because it is absolutely true: the Wonderlic test does NOT test how smart you are. It simply tests whether you know the strategies you need in order to finish the test on time and maximize your score.

I have seen extremely intelligent people perform very poorly on the Wonderlic simply because they did not know how to take the test. You should think of the Wonderlic as a game.

If you learn how to play the game and you practice, you will absolutely beat the test.

Sours: https://beatthewonderlic.com/wonderlic-test/
Wonderlic Test Tips - Tip #1 - How to Approach Logic Questions

Wonderlic test

Intelligence test

"Wonderlic" redirects here. For the Los Angeles-based rock band, see Wonderlick.

Wonderlic logo
TypeMultiple choice questions
Developer / administratorWonderlic, Inc.
Knowledge / skills testedMath, vocabulary, and reasoning
PurposeAssessing cognitive ability and problem-solving aptitude of prospective employees
Year started1936 (1936)
Duration12 minutes
Score / grade range0–50 (1 point per question; score of 20 intended to represent average intelligence)
Languages12 different languages
Scores / grades used byProspective employers; notably administered at the NFL Scouting Combine
VariantsWonderlic Personnel Test – Quicktest (WPT-Q); Wonderlic Scholastic Level Exam (SLE); WonScore
Websitewww.wonderlic.com

The Wonderlic Contemporary Cognitive Ability Test (formerly Wonderlic Personnel Test) is an assessment used to measure the cognitive ability and problem-solving aptitude of prospective employees for a range of occupations. It is a proprietary assessment created and distributed by Wonderlic. It consists of 50 multiple choice questions to be answered in 12 minutes.[1][2][3][4] The test was developed by Eldon F. Wonderlic (1909–1980),[5] while he was a graduate student at Northwestern University.[3][6][7] The score is calculated as the number of correct answers given in the allotted time. A score of 20 is intended to indicate average intelligence.[3]

The most recent version of the test is WonScore, a cloud-based assessment providing a single score to potential employers based on scientific research.[8][9] The Wonderlic test was based on the Otis Self-Administering Test of Mental Ability with the goal of creating a short form measurement of cognitive ability.[1][4][10]

History[edit]

Created in 1936 by E. F. Wonderlic, the Wonderlic Personnel Test was the first short-form cognitive abilities test.[3][11] It was developed to measure general cognitive ability in the areas of math, vocabulary, and reasoning.[3][11] Wonderlic created and distributed it as a graduate student in the psychology department at Northwestern University from his home.[12][11] Regarding the time allotted to take the test, Wonderlic, in an article released in 1939, stated that "the length of the test was made such that only about two to five per cent of average groups complete the test in the twelve-minute time limit."[4]

Originally designed to aid in employee selection of companies such as AT&T[13] and Oscar Meyer in the 1940s, the Wonderlic Personnel Test has also been used by both the United States Armed Forces and the National Football League for selection purposes. During World War II, the Navy began using the Wonderlic Personnel Test to select candidates for pilottraining and navigation. During this time period, 1940–1960, it was supplied for free as the data was so valuable to E. F. Wonderlic. He wanted to perfect the test, not charge for it. In the 1970s Tom Landry, coach of the Dallas Cowboys, was the first to use the Wonderlic Personnel Test to predict player performance.[3] It is still used in the annual NFL Combine as a form of pre-draft assessment.[3][11] In short, it attempts to screen candidates for certain jobs within the shortest possible time. It may be termed as a quick IQ test.[14]

See also: Intelligence quotient and Personnel selection

The Wonderlic test is continually being updated with repeated evaluations of questions.[6][15] Also, beginning in the 1970s, Wonderlic began to develop other forms of the Wonderlic Personnel some of which include: Wonderlic Perceptual Ability Tests, Wonderlic Scholastic Level Exam, or the Wonderlic Contemporary Cognitive Ability Test.

Types[edit]

The tests are divided into three different sections: cognitive ability, personality, and motivation.

Cognitive Ability[edit]

Released in the 1990s, the Wonderlic Personnel Test measures an individual's capability of solving problems and learning. The Wonderlic Personnel test is divided into two different forms of test: the Wonderlic Personnel Test – Quicktest (30 questions in 8 minutes) and the Wonderlic Personnel Test (50 questions, 12 minutes). The Wonderlic Personnel Test-Quicktest differs from the Wonderlic Personnel Test in that it is not proctored giving employers a general idea of the potential applicant's cognitive ability. The Wonderlic Personnel Test is a much more comprehensive test.[16][17]

The Wonderlic SLE is the scholastic version of the Wonderlic Personnel Test and is commonly administered to nursing school and medical program applicants.[18]

Personality[edit]

The Wonderlic Personality tests measure personal characteristics that are widely accepted as being predictive of a candidate's expected job performance. Wonderlic claims that using the Wonderlic Personality Test to select individuals whose traits are aligned with the demands of the position, employers can improve employee productivity, employee satisfaction and customer service while reducing recruitment costs and employee turnover.[19]

Added during the 1990s, the Wonderlic Personality Test contains two sections. The Wonderlic Five-Factor Personality Profile and the Wonderlic Seven-Factor Personality Profile. The Wonderlic Five-Factor Personality Profile tests individuals on five primary dimensions of the individual's personality: extraversion, agreeableness, conscientiousness, emotional stability/neuroticism, and openness to experience.[20] These are essentially the same constructs as the Big Five personality traits, also known as the Five Factor Model.

Motivation[edit]

Averaging 10–15 minutes, the 58-item assessment is based on the Holland/RIASEC workplace motivation model. It evaluates a candidate’s interests, which helps predict how motivated they will be by the actual responsibilities of the job. The more motivated they are by those responsibilities, the likelier they will succeed in that position.[21]

Sample questions[edit]

Similar to other standardized tests, the Wonderlic Cognitive Ability Test presents its questions in an open response.[4] The types of questions that have appeared in the oldest versions of the Wonderlic test include: analogies, analysis of geometric figures, arithmetic, direction following, disarranged sentences, judgment, logic, proverb matching, similarities, and word definitions. However, the questions may take different angles depending upon the ‘intelligence’ of the question setters. [4][12][14] Practice questions will include:

  • If a piece of rope cost 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
  • A high-speed train travels 25 feet in 1/3 second. In 4 seconds, the train will have traveled __?__ feet.[22]
  • A clock lost 2 minutes and 36 seconds in 78 days. How many seconds did it lose per day?[22]

Application to industrial-organizational psychology[edit]

See also: Industrial and organizational psychology

The Wonderlic test, as a vocational and intelligence test, falls under the field of Industrial and Organizational Psychology. As a personnel test the Wonderlic is used to gauge an applicant's job potential, educational potential, and training potential.[23] Six forms of this test are made available (A, B, C, D, E, and F) in which Wonderlic suggests that when two of these versions are to be used, the best combinations are A and B or D and F.[24] However, a study conducted by psychologists Kazmier and Browne (1959) shows that neither of these forms can be regarded as directly equivalent.[24] While there is no lack of tests that could be used in place of the Wonderlic, such as the IQ or the Mechanical Aptitude Test, it is a quick and simple vocational test for personnel recruitment and selection.[15] The Wonderlic test has been peer reviewed by the American Psychological Association and has been deemed worthy of field applications to the industrial use of personnel testing.[25] Other sources can be found on the database APA PsycNET.[26]

Reliability[edit]

See also: Reliability (statistics)

In 1956, Weaver and Boneau reported in the Journal of Applied Psychology that two of the five forms, A and B, that were published at the time were harder than the others which caused scores on those forms to be significantly lower than scores obtained on forms C–F.[2] Concerning these observed differences, Weaver and Boneau state: "This accords with the history of the development of the test. Forms D, E, and F are made up of items selected from the Otis Higher, while A and B were developed later and include types of items not found in the Otis."[2] Those findings, seemingly, invalidate the claim that those forms were equivalent or consistent.[2] E. N. Hay made a similar observation as well. Hay found that form F was significantly easier than Form D.[27] Furthermore, Kazmier found Form B to be the most difficult of the five forms and, thus, recommended that it "not be regarded as directly equivalent to any of the forms."[10] Kazmier also found Forms D and F to be significantly different from each other and recommended that these forms be regarded as inequivalent.[10] In a study of the Wonderlic's test-retest reliability, conducted in 1992, Stuart McKelvie "concluded that conscious repetition of specific responses did not seriously inflate the estimate of test-retest reliability."[28] To put it simply, one's memory of some of the answers does not significantly affect one's score on the Wonderlic.[28]

In 1982, Carl Dodrill conducted a study in which 57 adults were administered the Wonderlic twice over a five-year period. In the Journal of Consulting and Clinical Psychology, Dodrill reported that the test-retest reliability for the Wonderlic was .94.[29] According to a 1989 article in Psychological Reports, the Wonderlic scored a r=.87 on the reliability scale compared along with the Pearson test score of r=.21.[30]

Validity[edit]

See also: Validity (statistics)

In an article written in Psychological Reports, T. Matthews and Kerry Lassiter report that the Wonderlic test "was most strongly associated with overall intellectual functioning," which is what it is purported to measure.[30] However, Matthews and Lassiter did not find the Wonderlic to be a successful measure of fluid and crystallized intelligence, and they stated that "the Wonderlic test scores did not clearly show convergent or divergent validity evidence across these two broad domains of cognitive ability."[30] In academic testing, the Wonderlic test has shown high correlations with aptitude tests such as the General Aptitude Test Battery.[30]

A more recent study by Hicks and colleagues from the Georgia Institute of Technology similarly argued that evidence concerning the test's validity was limited. Their research showed "that Wonderlic has no direct relationship to fluid intelligence once its commonality to working memory capacity is accounted for", and that the Wonderlic "was a significant predictor of working memory capacity for subjects with low fluid intelligence, but failed to discriminate as well among subjects with high fluid intelligence". These findings suggest that the Wonderlic is less informative when administered to higher-than-average ability individuals or groups, meaning there is more measurement error and less practical utility in giving the test to individuals higher in cognitive ability. Partially on this basis, they argued that organizations interested in personnel selection should consider administering measures of established constructs that are grounded in a more theoretical framework, such as fluid intelligence or working memory capacity. [31]

Legal matters[edit]

Jordan v. New London[edit]

In May 1997, Robert Jordan filed a lawsuit against the city of New London, Connecticut, alleging violation of the Equal Protection Clause of the United States and Connecticut constitutions, in a case that was referred to by several media outlets as "Too Smart To Be A Cop",[32][33] based on the city's application of scores generated by the Wonderlic test.

Jordan was born and raised in New London, and had previous experience in law enforcement, working as a part-time officer in near-by Groton Long Point, and as a seasonal officer for the Connecticut Department of Environmental Protection. In fall 1996, Jordan requested an interview with Keith Harrigan, New London's Assistant City Manager in charge of personnel. Harrigan informed Jordan that he was ineligible because he scored too high on the written portion of the Wonderlic test intended to evaluate cognitive ability. New London had decided to consider only applicants who scored between 20 and 27 on the written examination. Jordan scored a 33 on the exam, the equivalent of having an IQ of 125.

Jordan filed suit in the United States District Court for the District of Connecticut, where his case was dismissed by Judge Peter C. Dorsey, who noted: "The guarantee of equal protection under the Fifth Amendment is not a source of substantive rights or liberties, but rather a right to be free from invidious discrimination in statutory classifications and other governmental activity. It is well settled that where a statutory classification does not itself impinge on a right or liberty protected by the Constitution, the validity of the classification must be sustained unless the classification rests on grounds wholly irrelevant to the achievement of [any legitimate government] objective....[Jordan] may have been disqualified unwisely but he was not denied equal protection."[34] The dismissal was upheld on appeal to the United States Court of Appeals for the Second Circuit.

Central tendency of Wonderlic scores[edit]

See also: Central tendency

Serving as a quantitative measure for employers, scores are collected by the employers and the applicant's score may be compared to a professional standard, as is the case with security guards or, simply, compared to the scores of other applicants who happen to be applying for the same or similar positions at that time.[23] Each profession has its own, unique, average; therefore, different professions require different standards.[4][23] Wonderlic, Inc. claims a minimum score of 10 points suggests a person is literate.[12]

Median score by profession[edit]

Listed are a sample of median scores by profession on the Wonderlic test from 1983.[needs update] The scores are listed in descending numerical order, and professions with the same score have been alphabetized.[23]

Average score in the NFL by position[edit]

The Wonderlic test is used in the NFL Scouting Combine. Paul Brown introduced the test to the league in the late 1960s.[35] According to Paul Zimmerman's The New Thinking Man's Guide to Pro Football, the average score of an NFL player according to position is the following:[36]

An average football player usually scores around 20 points.[12] Quarterbacks and offensive linemen usually have higher scores.[35] Most teams want at least 21 for a quarterback.[37]

Some notable players who scored well below the average include:

Some notable players who scored well above the average include:

Predictor of success in the NFL[edit]

John P. Lopez of Sports Illustrated proposed a 26–27–60 rule to predict a quarterback's success in the NFL (at least a 26 on the Wonderlic, at least 27 college starts, and at least 60% pass completion) and listed several examples of successes and failures based on the rule.[65] A 2005 study by McDonald Mirabile found that there is no significant correlation between a quarterback's Wonderlic score and a quarterback's passer rating, and no significant correlation between a quarterback's Wonderlic score and a quarterback's salary.[66] Similarly, a 2009 study by Brian D. Lyons, Brian J. Hoffman, and John W. Michel found that Wonderlic scores failed to positively and significantly predict future NFL performance, draft position, or the number of games started for any position.[67][35] Lyons said that Wonderlic's "limited return on investment" for the NFL is contrary to general mental ability being a very strong predictor of job performance for most careers; "because it's so physically based, the results point to that [GMA] really doesn't matter".[35]Donovan McNabb, whose score[68] was the lowest of the five quarterbacks taken in the first round of the 1999 NFL Draft, had the longest and most successful career.[69]

The Lyons study also found that the relationship between Wonderlic test scores and future NFL performance was negative for a few positions, indicating the higher a player scores on the Wonderlic test, the worse the player will perform in the NFL.[67] According to Pat McInally, who was selected by the Cincinnati Bengals in the fifth round of the 1975 NFL Draft, George Young told him that his perfect score caused him to be selected later than he would have otherwise.[70] NFL reporter Matt Verderame reported that New England Patriots offensive lineman Joe Thuney avoided answering Wonderlic questions so he would not score too high.[71] McInally speculated that "coaches and front-office guys don't like extremes one way or the other, but particularly not on the high side. I think they think guys who are intelligent will challenge authority too much".[64] Mike Florio of Profootballtalk.com agreed with McInally:[72]

Scoring too high can be as much of a problem as scoring too low. Football coaches want to command the locker room. Being smarter than the individual players makes that easier. Having a guy in the locker room who may be smarter than every member of the coaching staff can be viewed as a problem – or at a minimum as a threat to the egos of the men who hope to be able when necessary to outsmart the players, especially when trying in some way to manipulate them.

Job performance in the NFL also includes deviance. A 2016 study found that the Wonderlic significantly predicted future arrests—referred to as criminal off-duty deviance—in NFL draftees.[73]

In popular culture[edit]

A simplified and condensed version of the Wonderlic test appeared in older editions of the Madden NFL video game series.[3] The Madden version of the test is taken in "Superstar Mode" portion of the game, to make the game experience more realistic, although, it is now optional.[74][75] The questions usually consist of basic math and English questions. For example, "If Adrian Petersonrushes for 125 yards in a game, how many yards will he have at the end of the season if he keeps up with this pace?". Players have four answers to choose from when taking this version of the test.[76]

References[edit]

  1. ^ abAiken, L. R. (1998). Tests and Examinations: Measuring abilities and performance. New York: John Wiley & Sons. p. 293. ISBN .
  2. ^ abcdWeaver, H. B.; Boneau, C. A. (1956). "Equivalence of Forms of the Wonderlic Personnel Test: A Study of Reliability and Interchangeability". Journal of Applied Psychology. 40 (2): 127–129. doi:10.1037/h0047065.
  3. ^ abcdefghPollick, Michael. "What is the Wonderlic Personnel Test". www.wisegeek.com. Retrieved March 29, 2012.
  4. ^ abcdefWonderlic, E. F.; Hovland, C. I. (December 1939). "The Personnel Test: a restandardized abridgment of the Otis S-A test for business and industrial use". Journal of Applied Psychology. 23 (6): 685–702. doi:10.1037/h0056432.
  5. ^"Eldon Wonderlic in Social Security Death Index". Fold3. Retrieved January 25, 2021.
  6. ^ ab"History". wonderlic.com. Retrieved May 14, 2012.
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External links[edit]

Sours: https://en.wikipedia.org/wiki/Wonderlic_test

Rules wonderlic

What is the Wonderlic Test?

Many test-takers do not do as well as they expect to the first time they take the Wonderlic test. This is caused by a few things:

1) The timing is very difficult.

You only have 12 minutes to answer 50 questions. That comes out to about 14 seconds per question. Knowing the right Wonderlic strategies and practicing them help people dramatically improve their scores.

Knowing the right Wonderlic strategies and practicing them help people dramatically improve their scores by beating the time element.

2) They fall for traps.

The Wonderlic has a lot of trap answers that are very easy to fall for if you don’t know what they look like. 

If you know what those traps are and how to avoid them, you can take a big step in improving your score. 

3) They are rusty on math.

Being unfamiliar with the types of questions on the Wonderlic or not having seen a lot of math since school cause people to make mistakes. Even if you are only a little rusty with math, remember you only have 14 seconds to answer each question. Knowing how to answer each question and being used to the format of the questions from practicing is a huge help.

Our online course teaches you how to avoid traps on the Wonderlic, reviews how to answer each question type, and shows you how to beat the time on the exam. The course is self-paced, can be completed in 3 hours and includes 5 practice tests.

You can find it here. 

Sours: https://beatthewonderlic.com/faq/
Wonderlic Test Practice: A Guide for Perplexed Candidates

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