The Wonderlic Select hiring assessments provide job-specific insights into a candidate's fit for a role. Using Wonderlic's multi-measure assessment approach gives HR teams the most accurate prediction of whether their candidate can do the job, wants to do the job, and how they'll do it. This approach aims to give greater insights into performance and retention.
Gave us GREAT information we wouldn't otherwise have had! This assessment is rooted in real research, holds up over time and helps get a picture of a candidate before they actually show up for work. The information in this assessment may help the employer understand what to expect in a given situation. It may also help them to understand where there may be a mismatch or disconnect for an individual in a given job. What great intel to have going into an employment relationship!
Gives us a Cognitive score. Candidates must be moderate in smarts. Nothing makes up for smarts but smarts isn't all.
Gives us a sense of their Motivation. Recent applicant for a graphic designer job wasn't motivate by jobs requiring "artistic expression." That raised some eyebrows.
And allows the candidate to describe what they like and don't like or their Personality. This is important to me as a supervisor. Allows me to consider whether I would be comfortable supervising a confrontational person, for instance.
The instrument has proven to be very predictive and I've used it for 5 years. For 20 years prior to that, I used the Wonderlic paper-based assessment (cognitive only).
It would be helpful to have more interpretive reports; integrate some of the scales if possible - do scores on one scale have implications for scores on another? Is there any relationship between the scales? I enjoy the anchors showing people with high/low scores may demonstrate certain characteristics; additional elaboration/narrative might be helpful.
Better understanding of the scales and why certain scales matter on some jobs, not others. What does it mean when a score has/does not have bearing on that particular job? Why/Why not?
Maybe include examples of the types of positions for which the scale scores have meaning beyond the particular job in question. This might help with succession planning and development planning.
Very friendly and intuitive user interface. it takes a lot of work to make something simple and effective. I have used many different software products over the years. Most products suffer greatly from "design by committee" and "design by non-users." WonScore Pre-Employment Testing shows no evidence of these pitfalls. I would fight against changes to any other tool.
I migrated with Wonderlic from their paper system to the Wonscore [Pre-Employment Testing (formerly Wonderlic Employee & Customer Surveys)], so I didn't have to do a lot of compare/contrast with other products (not that many on the market all those many years ago).
