This page offers a collection of frequently asked questions about the Wonderlic Personnel Test Quickest (AKA WPT-Q), as well as access to a sample WPT test onlinethat can help evaluate your abilities.
Here, you'll discover free Wonderlic online test sample questions intended to mirror the real exam's format, providing insights into the types of questions you'll encounter in the real Wonderlic pretest along with detailed answers for fast and effective problem-solving.
Scroll down for more.
What is the Online Wonderlic Pretest?
The Wonderlic Pre-test also referred to as the Wonderlic Personnel Test - Quicktest (WPT-Q), is designed to assess a candidate's cognitive capabilities and is widely utilized by numerous organizations during their recruitment procedures.
For more information about the questions in the Wonderlic exam see our dedicated Wonderlic practice page.
What Is a Good Score on The Wonderlic Personnel Test - Quicktest(WPT Q)?
The response varies based on context. Typically, Quicktest scores from a Personnel Test are evaluated against predefined ideal score ranges for specific roles, offering a dependable assessment of an individual's potential for job success.
For more information about the Wonderlic scoring system check out our dedicated Wonderlic scores page.
How Much Time Do You Need for Wonderlic Pretest?
You have 8 minutes to solve 30 questions. The brief time frame is designed to prevent candidates from looking up answers on the internet.
Is the Wonderlic Personnel Test - Quicktest Proctored?
This test is proctored and can be completed on your own computer at home, provided you have access to the internet.
Is the Wonderlic Pretest Done Online?
Yes, the Personnel Test - Quicktest is available for remote administration over the Internet, every day of the week. Your score reports will be provided through Wonderlic Online.
What is the Purpose of the Wonderlic Pretest?
The objective of the examination is to achieve a level of validity comparable to that of the proctored Wonderlic Personnel Test (WPT-R).
Given the challenges in confirming the identity of the intended examinee and monitoring the use of external aids or resources throughout the test, a low score likely reflects a deficiency in abilities or skills. Conversely, a high score may not necessarily be as indicative of competence.
Consequently, scores should serve as a preliminary tool to identify potential candidates for employment or academic admission, guiding the selection of individuals for further evaluation in the formal hiring or admissions process.
