Deconstructing WonScore
Why do we recommend these three different measures (constructs)?
Why, indeed.
![construct-people construct-people](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
In short, we use these constructs in our assessment because they’re
![small1 small1](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
Proven, valid, and reliable
predictors of job performance
![2 2](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
Relatively stable throughout
an individual’s adult life
And there are decades of supporting research to evidence both points.
![nerd-girl nerd-girl](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
We measure different attributes of job seekers to paint a fuller picture of who they are. Intuitively, you know that a really motivated individual isn’t necessarily a good problem solver, or someone who's really outgoing isn’t necessarily going to be a quick learner. So yeah, intuitively it makes sense.
But warm-fuzzy feelings aren’t enough for stakes this high. We rely on meta-analyses, like the study from Schmidt, Oh, & Shaffer, that highlight the validity of the measures used within WonScore.
As a whole, WonScore is a powerful predictor.
But even taken individually, each component of WonScore has undergone rigorous industry validation.
![left-group left-group](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
![Rectangle Copy Rectangle Copy](http://wonderlic.eoi.digital/wp-content/plugins/a3-lazy-load/assets/images/lazy_placeholder.gif)
When more is more
*jargony term alert*
In our offices, we talk a lot about “incremental predictive validity” - you know, pretty standard water cooler stuff. Anyway, we’re talking about improving the accuracy of our predictive data by adding new assessments. Translation: We would never think about adding anything to a hiring process that doesn’t provide value. Incremental predictive validity is a critical component when determining which constructs to use.
The benefits are clear: more predictive validity = improved ability to select applicants who meet all the various requirements for high job performance. Large-scale studies have indicated that - when used together - cognitive, personality, and motivation demonstrate incremental predictive validity. This combination provides a holistic, accurate view of candidates.