Objective
Measuring cognitive ability
(fluid and crystallized intelligence)
LANGUAGES
French
English
Users
Career Counselor,
Human Resources Advisor, Organizational Psychologists
Duration
35 min
Context
Recruitment,
Potential assessment
Career guidance, Professional development,
Administration
On the digital platform irptesting.com
In a recruitment, skills development or training context, an intelligence measure can be used to ensure that a candidate possesses the skills and knowledge required for the job or training.
The CFIT provides a valid and reliable measure of intelligence, and allows professionals to assess an individual's cognitive abilities in a simple and effective way.
The result of five years of research
a team of psychologists, linguists and
of mathematicians
The result of five years of research by a team of psychologists, linguists and mathematics specialists, the CFIT is at the forefront of intelligence research and has been tested on a diverse population representative of North American society.
This test provides a measure of an individual's fluid intelligence, meaning intelligence that is not influenced by their language skills or prior knowledge. It also provides information about the person's crystallized intelligence, acquired throughout their life.
The CFIT is an intelligence test that was designed and developed to assess general intelligence and learning ability.
It was created with the primary objective of providing a comprehensive, flexible and efficient assessment of a person's intelligence.
The CFIT is aligned with SIPeC/OaSIS, the Canadian skills framework, to translate measured skills into concrete job requirements.
Specifically, the verbal, numerical, spatial, and matrix subtests of the CFIT are correlated with OaSIS cognitive skills (reading comprehension/expression, mathematical reasoning, visualization, induction/deduction) and positioned on complexity levels 1 to 5—with a professional focus on levels 3 to 5 where problem-solving and innovation are paramount. This alignment, based on the Gf/Gc model (fluid and crystallized intelligence), provides a common language for HR teams and managers, enhances the objectivity of decisions (recruitment, mobility, development), and facilitates talent planning. At a glance, your T-scores and percentiles can be interpreted within a recognized national framework, enabling fairer, more transparent, and more predictive choices.