Editing Psychological testing (section)

=== Aptitude tests ===

Psychological tests have been designed to measure abilities, both specific (e.g., clerical skill like the Minnesota Clerical Test) and general abilities (e.g., traditional IQ tests such as the Stanford-Binet or the [[Wechsler Adult Intelligence Scale]]). A widely used, but brief, aptitude test used in business is the [[Wonderlic Test]]. Aptitude tests have been used in assessing specific abilities or the general ability of potential new employees (the Wonderlic was once used by the NFL).<ref>NFL Wonderlic[https://www.test-guide.com/nfl-wonderlic-test-could-you-pass-it.html]</ref> Aptitude tests have also been used for career guidance.<ref>{{Cite book|last=Aiken|first=Lewis R.|title=Tests and examinations: Measuring abilities and performance|publisher=Wiley|year=1998|isbn=9780471192633|oclc=37820003}}</ref>

Evidence suggests that aptitude tests like [[Intelligence quotient|IQ tests]] are sensitive to past learning and are not pure measures of untutored ability.<ref>Ceci, S. J. (1991). How much does schooling influence general intelligence and its cognitive components? A reassessment of the evidence. ''Developmental Psychology, 27'', 703–722. https://doi.org/10.1037/0012-1649.27.5.703 {{Webarchive|url=https://web.archive.org/web/20220822164326/https://psycnet.apa.org/doiLanding?doi=10.1037/0012-1649.27.5.703 |date=2022-08-22 }}</ref> The SAT, which used to be called the Scholastic Aptitude Test, had its named changed because performance on the test is sensitive to training.<ref>Lemann, N. (1999). ''The big test: The secret history of the American meritocracy''. New York: Farrar, Straus and Giroux.</ref>