Wonderlic Select Results
Wonderlic Select provides a singular, numerical score for each of your job candidates. Collectively, these Overall Fit Scores enable you to quickly identify and prioritize individuals with the greatest potential for success in a given role/job.
Candidates are assessed in three key areas to help predict job success: Cognitive Ability, Motivation and Personality. Each candidate’s results for the three component assessments are optimally weighted to create a single score based on the job requirements - to help you easily rank and compare individual applicants.
For the Motivation and Personality components, results are further divided into Scale Scores, which can be viewed on each candidate's detailed results page. These in-depth reports provide insight of candidates' interests and personality traits and allow you to compare candidates on five factors of personality and the three most relevant motivators for the job.
The Overall Score and all Component Fit Scores are placed on a scale of 0 to 100, with scores of 50 and above indicating at least moderate fits for the job. These scores represent an individual test taker as compared to the typical applicant pool for the chosen job title. As such, any score above 50 represents an above-average score for that job - meaning the candidate scored higher than 50% of the applicant pool and should be considered at least a good (moderate) fit for the job. Prioritizing the top half of applicants for further consideration can help improve the candidate experience and ensures you spend your high-value resources on candidates with the greatest likelihood to succeed.
Fit Scores
Scale Scores
Overall Score
The Overall Score is displayed on a range from 0 - 100. With Wonderlic Select, we recommend prioritizing candidates scoring 50 or above. This can reduce your candidate screening time by up to 50%, as you only need to focus on those with the greatest potential for success in a given role/job.
Overall scoring results fall into four categories: strong, moderate, cautionary, and weak. The higher the scoring range, the more likely a candidate is to be successful in a specific position. But, keep in mind that scores within the same overall scoring range demonstrate similar performance. (E.g.: Candidates with Overall score results of 78 and 93 both should be considered strong candidates for the position.) And the scores are color coded to easily identify the strongest candidates at a glance.
Here's an overview of the four Overall score categories:
Weak (0-24) These candidates are not likely to be successful in the role. They are highly unlikely to:
Meet the cognitive demands of the role, and/or
Have personality traits that align with the job, and/or
Be motivated by the type of work they would be doing
Cautionary (25-49) These candidates are less likely to be successful in the role. They may not:
Meet the cognitive demands of the role, and/or
Have personality traits that align with the job, and/or
Be motivated by the type of work they would be doing
Moderate (50-74) These candidates are likely to be successful in the role.
They are likely to:
Meet the cognitive demands of the role, and/or
Have personality traits that align with the job, and/or
Be motivated by the type of work they would be doing
Strong (75-100) These candidates are very likely to be successful in the role.
They are highly likely to:
Meet the cognitive demands of the role, and/or
Have personality traits that align with the job, and/or
Be motivated by the type of work they would be doing
Using the Overall Score
The Overall Score is designed for use at the top of the applicant funnel to help screen out your weakest candidates and identify your stronger candidates for further consideration. Once you have selected your short list of candidates, then it's appropriate to use Component Fit Scores and Scale Scores to evaluate differences between your top candidates and make decisions about which candidates to pursue.
Component Fit Scores
Cognitive Interpretation Fit Scores
Cognitive ability is a key construct of the Wonderlic Select multi-measure assessment. Simply stated, cognitive ability measures what someone can do. Wonderlic's long-accepted measurement of cognitive ability provides information about candidates' ability to solve problems, learn new tasks and responsibilities, and meet job performance expectations. Like Overall score results, Component Fit scores fall into four interpretation groups.
Weak (0-24): These individuals do not meet the cognitive ability requirements of this position, meaning they are a weak fit. Individuals in this range are:
Typically unable to keep up with the problem-solving complexity of this role
Likely to have difficulty learning tasks and responsibilities associated with job
Likely to require additional training or supervision
Unlikely to meet minimum standards of job performance
Cautionary (25-49): These individuals may not meet the cognitive ability requirements of this position, meaning they are a cautionary fit. Individuals in this range are:
Likely to have difficulty with the problem-solving complexity of this role
Likely to have difficulty learning tasks and responsibilities associated with job
Likely to require additional training or supervision
Less likely to meet minimum standards of job performance
Moderate (50-74): These individuals likely will meet the cognitive demands for this position, meaning they are a moderate fit. Individuals in this range are likely to:
Handle the problem-solving complexity of this role
Learn the tasks and responsibilities associated with the job quickly
Spend little time training
Meet or exceed performance standards
Strong (75-100): This individual will meet or exceed the cognitive ability requirements for the position, meaning they are a strong fit. Individuals in this range are able to:
Handle the problem-solving complexity of this role
Learn tasks and responsibilities associated with the job very quickly
Spend minimal time training
Meet or exceed performance standards
Motivation Interpretation Fit Scores
Backed by over 40 years of research, Wonderlic Select employs our motivation assessment tool based on Holland's Theory of vocational interests: Enterprising, Traditional, Supportive, Practical, Investigative, and Artistic. When candidates' interests match job requirements, they are more likely to be motivated by work and have higher levels of job satisfaction, work performance, and career stability. Furthermore, because candidates tend to pursue occupations in which their interests can be expressed, you can confidently identify what "gets your candidates out of bed in the morning." Simply stated, the motivation construct measures what someone wants to do.
Overall, the motivation component assesses the degree to which candidates' interests align with the three most relevant motivators for the selected job profile.
Weak (0-24): Individuals scoring within the weak range are very unlikely to be motivated by this type of work.
Their interests and preferences do not align with the job tasks required for successful performance in this role.
They are very unlikely to have a high degree of job satisfaction.
They are highly unlikely to meet performance expectations.
They are highly unlikely to exhibit career stability in this type of work.
Cautionary (25-49): Individuals scoring within the cautionary range are unlikely to be motivated by this type of work.
Their interests and preferences mostly do not align with the job tasks required for successful performance in this role.
They are unlikely to have a high degree of job satisfaction.
They are unlikely to meet performance expectations.
They are unlikely to exhibit career stability in this type of work.
Moderate (50-74): Individuals scoring within the moderate range are likely to be motivated by this type of work.
Their interests and preferences mostly align with the type of job tasks required for successful performance in this role.
They are likely to have a high degree of job satisfaction.
They are likely to meet performance expectations.
They are likely to exhibit career stability in this type of work.
Strong (75-100): Individuals scoring within the Strong range are very likely to be motivated by this type of work.
Their interests and preferences are highly aligned with the type of job tasks required for successful performance in the role.
They are very likely to have a high degree of job satisfaction.
They are very likely to meet or exceed performance expectations.
They are very likely to exhibit stability in this type of work.
NOTE: Only the three most-relevant motivators for a job contribute to candidates' Motivation Fit Scores and Overall score results.
While results for the three non-relevant motivation scales are available to you, these results should not be used to screen candidates as these motivators are less relevant to the job. |
Understanding Motivation Scales
Individuals with a high level of Practical Interests are motivated by physically-demanding jobs that require working with their hands, including operating machines and using tools. They prefer making decisions with outcomes that are straightforward and practical. Within the workplace, these individuals generally like to work in roles that:
Provide opportunities for them to work independently with little social interaction
Include solving clearly-defined problems and challenges
Require following a set of standard operating procedures
Involve using machines and tools
Allow them to engage in physical activity, work with their hands, or be outdoors
Provide material rewards and compensation for effort
Individuals with a high level of Investigative Interests are motivated by jobs that require analysis and/or the use of science and math. They prefer taking a methodical, fact-based approach to decision making and problem solving. Within the workplace, these individuals generally like to work in roles that:
Involve troubleshooting issues that may be scientific in nature
Require them to analyze data and information
Provide opportunities for continuous learning and development
Permit them to work independently to solve problems
Require them to complete tasks in a precise and rigorous manner
Allow opportunities to solve a variety of challenging problems
Individuals with a high level of Artistic Interests are motivated by jobs that allow for creativity and/or self-expression of ideas or emotions. They focus on innovation and creativity when making decisions. Within the workplace, these individuals generally like to work in roles that:
Encourage expressing ideas, emotions, and feelings
Allow independence when developing and designing their work
Include social interactions that let them express emotions or creativity
Provide opportunities to innovate or be creative
Require them to produce visually pleasing products
Have an unstructured or flexible environment
Individuals with a high level of Supportive Interests are motivated by jobs that involve helping, teaching, or caring for others. They focus on the well-being of others when making decisions. Within the workplace, these individuals generally like to work in roles that:
Provide opportunities for them to work as part of a team
Contribute to the general welfare and well-being of others
Involve teaching, counseling, and caring for others
Demand high levels of customer service
Require direct interaction with others, such as clients or patients
Allow them to serve others
Individuals with a high level of Enterprising Interests are motivated by jobs that involve persuading or leading others. They prefer making decisions that are likely to produce financial success. Within the workplace, these individuals generally like to work in roles that:
Involve leading, persuading, and selling to others
Demand a high degree of professionalism
Allow them to make important, influential decisions
Require a focus on increasing profit and productivity
Encourage them to take initiative and risks
Focus on managing projects or people
Individuals with a high level of Traditional Interests are motivated by roles with clear guidance and structure. They prefer making decisions that lead to consistent and predictable outcomes. Within the workplace, these individuals generally like to work in roles that:
Include repeatable and predictable tasks
Involve clerical tasks and organizing things
Have a formalized chain of command
Require the use of numerical data to meet specified standards
Provide a structured, stable environment
NOTE: A low score in a motivational interest area does not necessarily indicate an aversion to those types of activities.
Individuals may simply be indifferent towards the types of activities deemed most important in that job. So, you should not infer any negative outcomes based on candidates' interests not aligning with a certain domain/motivational interest.
For example: if candidates score as a cautionary or weak fit for the artistic scale, this does not mean that they will necessarily perform poorly or that they lack artistic skills. It simply means that they are not as highly interested in this area, which potentially could impact their motivation.
Data suggests that people are more satisfied with and motivated by work when their tasks and work environment align with their interests. |
Personality Interpretation Fit Scores
The personality component is based on the Five-Factor Model of Personality (Sometimes called the Big Five Theory.) This personality measurement is the most widely used, researched, and well-established method of using personality tendencies and patterns of behavior to predict future performance. Simply stated, the personality construct measures how someone is likely to behave.
Interpreting the Personality Fit Score
Weak (0-24): This candidate is a weak fit for the role, indicating their tendencies and patterns of behavior likely do not align with job requirements. Specifically, these individuals are:
Likely to have a low degree of job satisfaction
Unlikely to meet performance outcomes
Unlikely to view the work itself as an extension of how they typically behave
Cautionary (25-49): This candidate is a cautionary fit for the role, indicating their tendencies and patterns of behavior likely do not align with job requirements. Specifically, these individuals are:
Likely to have a lower degree of job satisfaction
Unlikely to meet performance outcomes
Unlikely to view the work itself as an extension of how they typically behave
Moderate (50-74): This individual is a moderate fit for the role, indicating that their tendencies and patterns of behavior are mostly aligned with job requirements. Specifically, these individuals are:
Likely to have a high degree of job satisfaction
Likely to meet or exceed performance outcomes
Likely to view the work itself as an extension of how they typically behave
Strong (75-100): This individual is a strong fit for the role, indicating that their tendencies and patterns of behavior are highly aligned with job requirements. Specifically, these individuals are:
Likely to have a high degree of job satisfaction
Likely to meet or exceed performance outcomes
Likely to view the work itself as an extension of how they typically behave
Understanding Personality Scales
High Score Descriptor: Thorough, Other descriptors: Responsible, Persistent, Orderly
Individuals scoring in the thorough range tend to be organized, hardworking, and reliable. These individuals generally:
Tend to plan, organize, and methodically approach tasks
Persist on tasks despite distractions or obstacles
Hold themselves accountable for work outcomes and deadlines
These individuals might:
Be perceived as inflexible at times
Set higher personal goals than they can meet
Low Score Descriptor: Unreliable, Other descriptors: Unstructured, Flexible, Unsystematic
Individuals scoring in the unreliable range tend to be disorganized, spontaneous, and careless in their work. These individuals generally:
Procrastinate on their tasks
Hesitate to commit to new projects
Perceive themselves as flexible and adaptable
These individuals might:
Prefer short, unstructured tasks
Prefer work with a high degree of variety
High Score Descriptor: Composed, Other descriptors: Self-Assured, Controlled, Patient
Individuals scoring in the composed range tend to be calm, confident, and even-tempered. These individuals generally:
Have confidence in their own abilities
Approach problems and obstacles with patience
Project an easygoing, relaxed demeanor
These individuals might:
Tend to display too much emotional control
Lack interest in constructive feedback
Low Score Descriptor: Excitable, Other descriptors: Urgent, Reactive, Timid
Individuals scoring in the excitable range tend to be outspoken, alert, and short-tempered. These individuals generally:
Tend to feel overwhelmed when facing problems
React negatively to obstacles
Doubt the abilities of themselves and others
These individuals might:
Take immediate action when problems arise
Inform others when they need help
High Score Descriptor: Helpful, Other Descriptors: Agreeable, Warm, Considerate
Individuals scoring in the 'helpful' range tend to be cheerful, warm, and good-natured. These individuals generally:
Work well with others to accomplish tasks
Trust others and quickly forgive mistakes
Exhibit modesty and are often perceived as sincere and genuine
These individuals might:
Be unwilling to challenge the opinions of others
Be overly accommodating of others’ needs
Low Score Descriptor: Difficult, Other descriptors: Candid, Disagreeable, Critical
Individuals scoring in the 'difficult' range tend to be straightforward, frank, and confrontational. These individuals generally:
Lack sincerity and sympathy for others
Appear overly critical and condescending
Challenge organizational structure and policies
These individuals might:
Push back on policies or decisions they don’t agree with
Be willing to make unpopular, but necessary, decisions
High Score Descriptor: Extroverted, Other descriptors: Ambitious, Outspoken, Assertive
Individuals scoring in the extroverted range tend to be friendly, optimistic, and assertive. These individuals generally:
Seek opportunities to lead and persuade others
Enjoy receiving recognition and attention
Are perceived as ambitious and charismatic
These individuals might:
Appear to focus too much on socializing or self-promotion
Not listen attentively
Low Score Descriptor: Introverted, Other descriptors: Reserved, Private, Shy
Individuals scoring in the introverted range tend to be quiet, laid-back, and cautious. These individuals generally:
Become uncomfortable in the spotlight
Take on fewer challenging projects
Appear disinterested in others
These individuals might:
Be perceived as unhurried and relaxed
Avoid taking unnecessary risks in their work
High Score Descriptor: Curious, Other descriptors: Broad-Minded, Inquisitive, Original
Individuals scoring in the curious range tend to be creative, interested, and innovative. These individuals generally:
Enjoy solving complex problems
Invent new solutions and ideas
Consider multiple perspectives before making a decision
These individuals might:
Push for innovation over an existing proven approach
Spend time daydreaming
Low Score Descriptor: Narrow-Minded, Other descriptors: Routine, Conventional, Unimaginative
Individuals scoring in the narrow-minded range tend to be unoriginal, realistic, and accepting of authority and tradition. These individuals generally:
Avoid complex and abstract problems
Tend to be less receptive of new ideas
Lose sight of the big picture
These individuals might:
Prefer tried and tested approaches to solve problems
Focus solely on the task at hand
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TAGS: Interpret, Interpreting, Interpretation, Candidate, Results, Scores, Cognitive, Motivation, Personality, Fit, Scale, Construct
