ACER Cognitive Ability Assessments
Predict Job Performance with ACER Cognitive Ability Assessments
The ACER suite of assessments provides organizations with objective cognitive ability scores to inform hiring decisions.
Research consistently shows that cognitive ability is one of the strongest predictors of job performance across roles and industries. People who with higher scores tend to learn jobs faster, solve problems more effectively, and make better decisions under pressure.
Psychometrics Canada delivers a suite of cognitive ability assessments developed by ACER (Australian Council for Educational Research), a globally respected research organization. These timed online tests measure verbal, numerical, abstract, mechanical, and spatial reasoning.
Confident Hiring with Objective Data
Organizations that measure reasoning ability make better hiring decisions than those relying on resumes and interviews alone. Here are some ways the ACER assessments solve common hiring challenges.
Hiring decisions rely on gut feeling…
Resumes show experience. Interviews are full of bias. Neither measures whether a candidate can actually learn new material quickly, solve problems, or make sound decisions under pressure.
…use objective data on cognitive ability to hire.
ACER assessments measure verbal, numerical, abstract, and spatial reasoning with timed tests that produce objective, norm-referenced scores.
Meaningful tests take too long to administer…
Organizations assume that cognitive testing requires long sessions and complex logistics. That assumption rules out testing for high-volume or time-sensitive hiring.
…screen in 15 to 25 minutes online.
ACER assessments take Select Verbal module delivers a stanine, percentile, and total score in 15 minutes. The Numerical module takes 20. The TAR and Mechanical Reasoning assessments complete in 20 to 25 minutes. All administered online through Psychometrics.com.
Three Hiring Assessments, Matched to Role Demands
Each assessment measures a different dimension of cognitive ability and targets different role types. Learn more about each assessment below.
Receive Total, Percentile, and Stanine Score for Each Candidate
A variety of norm groups are available for scoring and candidate evaluation, allowing you to compare candidates against people working in similar occupations. Reports are delivered instantly through our online platform.
Total Score
The raw number of correct answers. Provides the baseline measurement of candidate performance on the assessment.
Percentile Score
Compares the candidate to a reference population. Shows where they rank relative to the norm group.
Stanine Score
Places candidates on a 1 to 9 scale for band-based comparison. Stanine bands simplify shortlisting before the first interview begins.
Strengthen Your Hiring Decisions with Objective Cognitive Data.
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Combine Ability Tests with Other Assessments for More Robust Hiring Insights
Talent insights get a powerful boost when you combine cognitive ability test results with other assessments.
Safety Behaviour
Combine with the WorkSafe Predictor for technical and operational roles where safety awareness is critical.
Reliability and Integrity
Combine with the Employee Reliability Inventory (ERI®) to screen for trustworthiness, job commitment, and safety alongside cognitive ability.
Sales and Customer Service
Combine cognitive assessments with role-specific assessments like the Customer Service Aptitude or Sales Aptitude assessments for a defensible selection process.
Comprehensive Candidate Profile
Combine with the Work Personality Index for a complete candidate profile, giving you insight into how well a person thinks and learns alongside their natural work habits. Using both tools ensures your new hires possess the right skills and are a good personality match for your team.
Common Questions About ACER Cognitive Assessments
Which ACER test should I use?
Contact us and we can help you identify the correct assessment to use based on the job demands.
What is the difference between General Select and Professional Select?
Both measure verbal and numerical reasoning but at different difficulty levels. General Select targets technical, clerical, and administrative roles requiring core reasoning. Professional Select suits graduate recruitment, managerial roles, and leadership pipelines requiring higher reasoning demand. Both are suitable for candidates aged 15 and older with a Grade 10 general knowledge level.
What is the TAR Short Form vs. Long Form?
The TAR Short Form uses 45 items in 20 minutes and is designed for high-volume screening. The TAR Long Form uses 60 items in 25 minutes for deeper analysis. Both forms produce total score, percentile, and stanine. The Short Form is sufficient for most hiring decisions; the Long Form provides more granularity when role demands are high.
Is the Mechanical Reasoning Test biased toward experienced candidates?
No, the opposite! The ACER Mechanical Reasoning Test is designed to measure spatial reasoning ability, not job history. The test uses idiosyncratic diagrams and eliminates technical vocabulary to ensure fairness. A candidate with zero trade experience can outperform a 10-year tradesperson if their mechanical reasoning ability is stronger.
Do I need a certification to administer ACER assessments?
No. ACER assessments are administered through the Psychometrics Canada online platform. Contact a Psychometrics assessment expert to discuss your hiring needs and set up access to the online platform.
Can Psychometrics help set role-specific benchmarks?
Yes. Psychometrics Canada assessment experts provide benchmark-setting services to support legally defensible selection decisions. Organizations use stanine bands to shortlist candidates effectively before the first interview begins. Contact the team to discuss benchmark-setting for your specific roles.
Which cognitive ability tests are available in French?
The Test of Abstract Reasoning is available in French.