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The Wonderlic Contemporary Cognitive Ability Test formerly Wonderlic Personnel Test is a popular 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. Wonderlic — ,  while he was a graduate student at Northwestern University.
Wonderlic Practice Test Review
The Wonderlic Contemporary Cognitive Ability Test formerly Wonderlic Personnel Test is a popular 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.
Wonderlic — ,  while he was a graduate student at Northwestern University. A score of 20 is intended to indicate average intelligence. The most recent version of the test is WonScore, a cloud-based assessment providing a single score to potential employers based on scientific research. Created in by E. Wonderlic, the Wonderlic Personnel Test was the first short-form cognitive abilities test.
Wonderlic, in an article released in , stated the following: "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. During this time period, —, it was supplied for free as the data was so valuable to E. He wanted to perfect the test, not charge for it. In the s Tom Landry , coach of the Dallas Cowboys , was the first to use the Wonderlic Personnel Test to predict player performance.
It may be termed as a quick IQ test. The Wonderlic test is continually being updated with repeated evaluations of questions. The tests are divided into three different sections: cognitive ability, personality, and motivation. Released in the s, 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.
The Wonderlic SLE is the scholastic version of the Wonderlic Personnel Test and is commonly administered to nursing school and medical program applicants. 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.
Added during the s, the Wonderlic Personality Test contains two sections. The more motivated they are by those responsibilities, the likelier they will succeed in that position. Similar to other standardized tests , the Wonderlic Cognitive Ability Test presents its questions in an open response. 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. In , 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. 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.
Hay made a similar observation as well. Hay found that form F was significantly easier than Form D. In , 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.
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. However, a more recent study by Kenny Hicks and co-workers concluded that evidence concerning the test's validity was limited.
Their own 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".
In May , 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",   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. 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 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 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.
Listed are a sample of median scores by profession on the Wonderlic test from The scores are listed in descending numerical order, and professions with the same score have been alphabetized. Paul Brown introduced the test to the league in the late s. An average football player usually scores around 20 points. John P. 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.
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. I think they think guys who are intelligent will challenge authority too much". 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. Job performance in the NFL also includes deviance. A study found that the Wonderlic significantly predicted future arrests—referred to as criminal off-duty deviance— in NFL draftees. A simplified and condensed version of the Wonderlic test appears in newer editions of the Madden NFL video game series. For example, "If Adrian Peterson rushes for 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. From Wikipedia, the free encyclopedia. For the Los Angeles-based rock band, see Wonderlick. This article contains content that is written like an advertisement. Please help improve it by removing promotional content and inappropriate external links , and by adding encyclopedic content written from a neutral point of view. May Learn how and when to remove this template message.
Basic types. Applied psychology. See also: Intelligence quotient and Personnel selection. See also: Industrial and organizational psychology. See also: Reliability statistics. See also: Validity statistics. See also: Central tendency. Tests and Examinations: Measuring abilities and performance. Journal of Applied Psychology. Retrieved March 29, December Retrieved January 25, Retrieved May 14, Personality and Individual Differences. Retrieved Retrieved November 20, Journal of Clinical Psychology.
Retrieved March 8, Retrieved December 8, All Practice Test. Retrieved April 12, Beat the Wonderlic. Retrieved March 13, Retrieved July 23, Retrieved April 10, Northfield, IL: E. Comparability of Wonderlic test forms in industrial testing. Journal of Consulting and Clinical Psychology. January Journal of General Psychology. Lassiter
Free Wonderlic Practice Tests [Updated for 2021]
A variety of approaches can be helpful for your test, including a Wonderlic Test Study Guide. Another helpful resource are Wonderlic Test Flashcards for students who prefer to study in bite-sized pieces. Preparation is your responsibility. For over 80 years, Wonderlic has been offering a wide variety of tests and surveys that test cognitive ability, knowledge and skills, personality, integrity, and a number of other traits. While Wonderlic may be best known as the test offered to those aspiring to play in the National Football League, Wonderlic offers products used by many different types of employers in virtually every type of industry.
Are you taking the Wonderlic Personnel Test soon? Disclaimer: 12minprep. This website solely provides preparation and practice information for cognitive ability tests. The Wonderlic Personnel Test is a pre-employment, cognitive ability test that stands between you and your next job. It measures your problem-solving skills and your ability to perform under pressure 12 minutes to be precise.
16 Wonderlic cognitive ability practice questions, defined by question-type, accompanied by the correct answers, as well as explanations. - For those who prefer.
Killexams Exam Simulator 3. We Guarantee that when you Practice Wonderlic Wonderlic Exam through our VCE Exam Simulator, you will be confident in all the topics of the exam and will be ready to take the actual test any time. Exam Simulator maintains performance records, performance graphs, explanations and references if provied.
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:. 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. The Wonderlic is challenging because test-takers receive only 12 minutes to complete the exam.
Wonderlic Practice Tests from test-guide.com
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