It Works for the NFL...
I am intrigued at what I see as a "double standard" in management versus athletics. Managers and supervisors will throw beer cans at the TV on a weekend when their favorite football team makes a false start or the shortstop makes an error. And then on Monday, the world changes. Absenteeism, tardiness, and a lack of team play or poor execution are excused. The same exists in talent assessment. Managers often hire on "gut feel". It reminds me of this scene from the movie "Moneyball".
Talent assessment works. Among the assessments we use is the Wonderlic Personnel Test ("WPT"). The WPT assesses a new hire's aptitude for learning and problem solving. Some refer to it as an intelligence test. Let me assure you I am not a paid endorser for Wonderlic. But I can tell you that this assessment works for us. We use it along with a battery of other assessments to provide additional insights into how a potential new hire will behave on the job. These assessments complement "gut feel", and I assure you, we all can be tricked by an applicant.
There are some interesting occupational statistics for the Wonderlic. Here is a select list of median scores by profession- Systems Analyst: 32; Electrical Engineer: 30; Accountant: 28; Executive: 28; Nurse: 22; Bank Teller: 22: Security Guard: 17; Welder: 17. The NFL uses the WPT. Here are median scores by position: Offensive Tackle: 26: Center: 25; Quarterback: 24; Guard: 23: Linebacker: 19; Wide Receiver: 17; Halfback: 16.
It would seem that the WPT provides some predictive means to understand one aspect of work life- the ability to learn and solve problems. It seems logical that systems analysts and engineers need to be smarter than executives and security guards. In football, it is logical to think that the offensive tackle is likely the most intelligent on the team, as they have to process outside pass rushes, defensive stunts, and blitzes. Quarterbacks have to be smart. Lamar Jackson, Jim Kelly, and Donovan McNabb all scored below 20 on the WPT; while Steve Young, Aaron Rogers; Tony Romo; and Andrew Luck scored above 30. Nick Fowles scored a 29, while Carson Wentz scored a 40.
For the Super Bowl this weekend, Tom Brady scored a 33; while Jared Goff scored a 36. Go figure! What assessment tests work for you?
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6 年I don't have an issue with testing and over the years I have been on both sides. I do think that if you are tested, you should get to see the results. Not to challenge but to learn. I have occasionally received the personality profile results and it is remarkable how consistent the results have been regardless of the format.?
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6 年The problem with these tests is it discourages people to apply for openings where they know a test will be administered. I’ve had countless of clients go through their hiring process with more than 3 interviews to hire a staff level position. On top of that, they add in DISC assessments or a aptitude test what this is referring to. The other issue, hiring managers rely heavily on the tests for making a hiring decision and that can become illegal for someone that self discloses on their application they have a learning disability and falls in line with ADA. I would advise companies to look at the entire interview package and not a random test to make a hire.