Wartegg Drawing Completion Test (WZT)

The Wartegg test is a psychometric personality test frequently used in the selection of personnel.

This test uses drawings organized in eight quadrants. The test is frequently used to contrast the candidate's personality with the requirements of the position to which they aspire.

It was designed by Erik Wartegg in the 1930s. Wartegg was a psychologist born in Dresden, Germany, in 1897. Later, in 1960, the test was improved by Biedma D’Alfonzo. The test is just one page long and takes about half an hour.

It is an easy test to administer, interpret, and carry out. It is very simple and aimed at all ages and both sexes.

Wartegg personality test

The Wartegg test is a projective type of test generally used in personnel selection. Its theoretical foundation rests on the concept that human beings are a determining factor in the construction of their own reality based on their individuality and experiences.

This theoretical foundation gives the test the ability to determine and deduce fears and desires, moods, aspirations, interpersonal relationships, and preferences.

These results are related to the characteristics of the position the candidate aspires to fill, becoming an important tool for selecting the right candidate.

The test consists of eight drawings divided into eight sections or quadrants. Likewise, it has eight lines for the "design of titles", which the subject must fill in by assigning a phrase that describes the content of the eight drawings.

At the beginning of the test, the subject is instructed to complete the drawings in pencil. Whether or not the person knows how to draw is irrelevant.

When the person finishes completing the drawings, they must number the eight quadrants at their discretion. Finally, the subject must write titles for the drawings on the eight lines described.

The test takes between 25 and 35 minutes and includes identification, drawing, and answering different questions.

What does the Wartegg Test measure?

In this test, each of the mentioned quadrants measures a personality factor. For example, quadrant number 1 is related to the subject's perception of themselves. This can determine whether the subject has self-confidence, and their conviction of having the ability to solve problems.

Likewise, it allows inferences about the person's emotional maturity and whether they are hesitant in the face of everyday events.

Quadrant number 2 has to do with affections. It is related to the subject's level of empathy. Number 3 is linked to ambitions. It includes desires, objectives, and goals.

While number 4 is related to the unconscious and has to do with the subject's behavior in facing their anxieties and repressions, and the solution of problems at the level of thought.

Quadrant number 5 is related to how the subject manages their impulses and the so-called vital energy.

On the other hand, quadrant 6 is related to the subject's assessment of their intellectuality, analysis, and synthesis capacity. It is associated with their reasoning and can determine their subjective or objective tendency.

Quadrant number 7 is indicative of personal relationships at work and the ability to work in a team. Finally, quadrant number 8 identifies the degree of commitment to complying with rules and regulations.

Benefits of the Wartegg test

In the process of recruiting and selecting human talent, the Wartegg test is widely used. Some authors agree on certain benefits, although others do not consider it that way.

Below, we list some of the benefits attributed to the Wartegg test:

• Relatively short application time

• Widely applicable to men and women

• Quick evaluation and interpretation

• Applicable to different hierarchical positions

• Identifies personality traits, moods, and preference of the candidate

• Allows knowing about the interpersonal relationships of the subject

• Its cost is relatively low

Validity of the Wartegg test

Some specialists have questioned the validity of the Wartegg test, including Tamminen and Lindeman.

These authors point out that there are very few studies on this validity, and the results of those that have been done are not really definitive.

Besides, they state that the historical background of the test is not known. As a consequence, this has given rise to speculation.

From a psychometric approach, the situation of these methods is the same in Brazil, Germany, and Finland, where no empirical validation has been found in the tests, and the methods are based on the intuition and experience of clinicians.

The research presents conclusions that show few significant correlations with other instruments frequently used in personnel selection.

On the other hand, Sánchez (2005) has proposed classifying the Wartegg test as a psychomotor expression test.

Other approaches

Sometimes, in the task of selecting personnel, a significant number of applicants must be evaluated, and tests that are quick to apply and interpret are required. Also, they must be precise, reliable, and versatile.

Some studies agree that the Wartegg test is applicable under these circumstances and that its application covers any position: executive, administrative or technical.

Likewise, they point out that the proper interpretation of the test results is of great help in identifying the profiles most compatible with the position offered.

From the above, we can conclude that, although it is true that the Wartegg test is used very frequently in personnel selection, a general consensus has not yet been reached about its actual effectiveness, validity, and accuracy.