WPT IQ Test
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Each year, about 2.5 million job applicants, in every line of work, take the Wonderlic Personnel Test (WPT) (Merron, 2002, p. 1). The WPT is a widely-accepted test of an individual's general intelligence (Psychometrics Canada, 2005, p.1), otherwise known as an IQ test. Human resources (HR) executives often use this test to determine a candidate's overall mental capabilities as a means of selecting or promoting such individuals in business and vocational positions. Generally, the WPT measures a person's ability to learn, adapt, solve problems, and understand instructions (Psychometrics Canada, 2005, p.1). People who use the test for selection and placement purposes believe it is an accurate predictor of job performance in both routine and complex employment positions (Psychometrics Canada, 2005, p.1). Such human resources executives also maintain that the test allows them to reduce personnel selection errors and turnover and training time (Psychometrics Canada, 2005, p.1). The Wonderlic Corporation maintains that more than 50,000 organizations around the world have used the WPT since 1937 to evaluate the cognitive abilities of more than 130 million people (Creative Organizational Design, 2005, p. 1).The WPT can generally be completed in twelve minutes and consists of fifty (50) verbal, numerical, analytical and spatial relations questions (Psychometrics Canada, 2005, p.1). These questions increase in difficulty and must be completed within 12 minutes without the aid of a c
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eatest predictor of job success (Creative Organizational Design, 2005, p. 1). Cognitive ability is often referred to as general intelligence and is used to describe the level at which an individual learns, understands instructions and solve problems (Canada Revenue Agency, 2004, p. 1). As a result, HR executives sometimes value measures of such cognitive ability above documentary and experiential data such as resumes, education, references and interviews (Creative Organizational Design, 2005, p. 1).
For example, the Canada Revenue Agency (CRA), comparable to the United States' Internal Revenue Service, uses the WPT as an initial assessment tool for employment candidates (Canada Revenue Agency, 2004, p. 1). The CRA notes that the assessment of candidates includes a comparison of candidate's competencies and qualifications against pre-established assessment criteria rather than a comparison among candidates (Canada Revenue Agency, 2004, p. 1). In this initial assessment phase, the CRA relies on the WPT as a measure of each candidate's cognitive ability, in addition to interviews and portfolio reviews as other assessment methods (Canada Revenue Agency, 2004, p. 1). This description of the CRA's use of the WPT demonstrates how import
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Approximate Word count = 1287
Approximate Pages = 5 (250 words per page)
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