Identity Exam - PsyAsia International Community

Identity Personality Assessment Exam

Final Course Exam: Timed (ID-EXAM)

Kindly note that because this is a test of your current competence in the Identity Self-perception Questionnaire, you will be given only ONE opportunity to take the assessment at the current time.

If you do not pass, you will need to wait at least 7 days (in order to have sufficient time to revise the course content) and pay a re-sit fee of US$75. We charge this fee, both for admin purposes, and to discourage students from taking the exam before they are ready. If you are confident that you are ready to proceed with the assessment, please feel free to do so, but note the only deadline for doing so is your ticket validity, so you do not need to sit this assessment prematurely.

In the event that you need to apply for a re-sit, kindly purchase it from the course add-ons area or contact us for an invoice. After payment please give us up to 48 business hours to process (we create a new randomised assessment for you).

Thank you for your understanding.

Final advice: Please do not use the back buttons on your browser and please stay inside the current tab. Do not switch back and forth between this tab and another. Tab switches are recorded by the system as they are suggestive of looking for the answers elsewhere - we are assessing your own knowledge and competence right now. We reserve the right to cancel certificates of those who switch tabs more than 2-3 times during the exam and to request that you resit.

The number of attempts remaining is 1

Kindly complete the following for tracking and certification purposes.
Name should be entered exactly as you would like to see it on any certificate.

1 / 40

Validity refers to a test being able to measure something consistently.

True

False

2 / 40

Match the statements with types of validity:

Identity is able to predict performance both in the short- and long-term

Identity has been shown to accurately measure the traits it purports to measure

A candidate doubts the relevance of the questions for the role

3 / 40

Listen to the audio. I am playing the role of the candidate.
What level of evidence do you hear?

Level 2

Level 1

Level 3

4 / 40

Derived models within Identity are more accurate reflections of the respondent than the main Identity scales.

False

True

5 / 40

The way you take care of the candidate's completion of Identity can impact random error.

True

False

6 / 40

Which scale is being interpreted in the audio?

Psychological

Group Affiliation

Consultative

Adaptability

Empathy

7 / 40

We should use implicit models of personality to help us predict work performance.

False

True

8 / 40

What should you do if you found a very high score for social desirability (i.e. 9 or 10)?

Do nothing because this score suggests the profile is valid

Ask the respondent to redo the test

Suggest we don't employ this respondent

Look for evidence during a feedback session that supports the profile and the high SD score

Ask the respondent if he lied

9 / 40

Which of the Cognitive Scales is being described in the audio?

10 / 40

Match the behavioural descriptions with the scale names from Identity.
Tip: The behavioural description may come from anywhere on a scale's continuum!

Prefers to liaise with others before making decisions

Not very interested in understanding people's emotions

Interested in the thought processes and behaviours of others

Somewhat more conforming; a slight preference to follow the majority

11 / 40

Which of the following sten scores would you be concerned about?
Check ALL that apply.

Reflective = 10

Self-reviewing = 8

Reflective = 1

Self-protecting = 8

Social desirability = 6

Social desirability = 9

12 / 40

Match the job analysis method with its description:

Incumbent interview

O*NET

Hierarchical task analysis

Critical incident

13 / 40

When gathering information to corroborate the Identity profile, we recommend using the STAR approach. What does the R stand for in this acronym?

14 / 40

Would you be concerned about the any of the scores seen in these style scales?

Yes, Self-protecting gives me some concern

Yes, Self-protecting and Reflective concern me

No, I am not concerned about any of these scores

Yes, Social-desirability gives me some concern

Yes, Reflective gives me some concern

Yes, Self-protecting, Reflective & Social-desirability concern me

15 / 40

If you were looking for a job candidate to exhibit faster decision-making skills than most, but not so fast that they failed to consider alternatives, which sten score would be most recommended?

7-8

2-3

9-10

5-6

16 / 40

What do the vertical blue lines in this extract from an Identity profile chart signify?

The range within which the true score is likely to be found

Nothing

The area where most people tend to score

That the score is inaccurate

17 / 40

Which of the following can Identity NOT be used for?
(Choose all that apply)

To assess somebody prior to recommending a development plan

To assess why somebody is nervous and fears authority

To assess if somebody has a personality disorder

To advise somebody on their career options

To assess if somebody is the right fit for a job

18 / 40

Listen to the audio.
Which scale from Identity is the "candidate" talking about?

19 / 40

It is better to score in the middle band for the Self-assured scale so that one does not come across as being too confident or lacking in confidence.

False

True

20 / 40

Listen to the audio interpretation and view the profile chart.
Which scales (if any) were interpreted INCORRECTLY?

Control

Self-potency

Need to Win

None

Decisive

Determined

Risk-taking

21 / 40

A sten score of 5.5 equates to a percentile score of...

22 / 40

Match the term with its definition or result:

Validity

Systematic error

Reliability

23 / 40

Since the candidate is applying for a job at your company and completion of Identity is a requirement, there is no need to inform her who will see her data and how it will be used.

True

False

24 / 40

What is the name of the main statistical process used in the psychometric or trait approach to personality assessment - the one which helps us arrive at the traits?

Correlation

Factor analysis

Multiple regression

25 / 40

Listen to the interpretation of the ADAPTABILITY scale. Does it sound correct?

Yes, it is spot on

No, the interpretation is in the wrong direction

No, the interpretation is not strong enough

No, the interpretation is too strong

26 / 40

When is the best time to link your role requirements with the Identity scales?

After the interview

Anytime

After assessment but before the interview

Before assessment

27 / 40

What is the STYLE that is referred to in this section of a profile chart?

Interpersonal style

Internal style

Response style

Cognitive style

28 / 40

If you leave your current organisation, you may train your replacement to use the Identity system.

False

True

29 / 40

If you were looking to hire an individual who was very similar to most others (i.e., average) on a particular characteristic, which score range would be most suited?

8-10

1-3

4-7

30 / 40

Which of the Cognitive Scales is being described in the audio?

31 / 40

Listen to the audio. I am playing the role of the candidate.
What level of evidence do you hear?

Level 1

Level 2

Level 3

32 / 40

We don't accept that a candidate's score on an Identity scale is their TRUE score and instead refer to it as an observed score because:

(Choose most suitable answer)

Candidates tend to lie

There is error in any assessment

It's not possible to accurately assess personality

Identity is not 100% valid

33 / 40

Now that you have completed this training in Identity, you know all there is to know about Identity and psychometric testing at work.

True

False

34 / 40

In order to maximize validity, we must also act to maximize Identity's reliability.

True

False

35 / 40

The lexical hypothesis suggests that:

Language is important for personality development

A good way to find out about individual differences is by understanding words that are used in different languages to describe people

None of the other choices

If something exists then it must be able to be measured

36 / 40

If you don't have time to thoroughly consider the role requirements and link them to Identity, you may just read the Identity report and decide there and then if it sounds like a suitable person for the role.

True

False

37 / 40

A score of 6 on any scale of Identity would be considered to be above average.

False

True

38 / 40

Match the scale descriptions with their label:

Has the respondent tended to respond in a polar (black and white) way?

Is the respondent likely to analyse their past behaviours and experiences?

Has the individual responded in a manner that is stereotypically regarded as positive?

Has the respondent been open in regards to their inner emotional experience?

39 / 40

A percentile score of 96 equates to a sten score of...

40 / 40

What is the name given collectively to the four Identity scales that assess how the candidate has approached the questionnaire?

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