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

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

To assess why somebody is nervous and fears authority

To advise somebody on their career options

To assess if somebody is the right fit for a job

To assess somebody prior to recommending a development plan

To assess if somebody has a personality disorder

2 / 40

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

3 / 40

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

4 / 40

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

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 to redo the test

Do nothing because this score suggests the profile is valid

Ask the respondent if he lied

5 / 40

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

Risk-taking

Determined

None

Need to Win

Decisive

Control

Self-potency

6 / 40

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

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

No, the interpretation is too strong

Yes, it is spot on

7 / 40

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

8 / 40

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

True

False

9 / 40

Which is correct?

Identity has 32 personality scales and 1 response style scale; Identity has 34 personality scales and 4 response style scales

Identity has 34 personality scales and 2 response style scales

Identity has 32 personality scales and 4 response style scales

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

Interested in the thought processes and behaviours of others

Not very interested in understanding people's emotions

Somewhat more conforming; a slight preference to follow the majority

11 / 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

12 / 40

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

False

True

13 / 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?

1-3

8-10

4-7

14 / 40

Place these actions in the correct order in relation to interpreting and reporting on Identity:
Hint: each step is presented randomly - not in order!

2

5

1

4

3

6

15 / 40

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

True

False

16 / 40

What would you do if a candidate was concerned that questions in Identity repeated themselves from time to time?

Explain that this is so that we ensure consistency of responses

Tell the candidate not to worry

Explain that this is to ensure candidates don't lie

Explain that this is to enhance the test's technical properties

Ignore the comment

17 / 40

Generally, personality is assumed to be relatively stable across time and situations.

False

True

18 / 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.

False

True

19 / 40

Which of the following may impact Identity's validity?

Not interpreting Identity correctly

All of the other choices

Not providing sufficient instructions to respondents

Helping respondents to answer questions

Using Identity for something it was not developed to do

20 / 40

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

Reflective = 1

Self-reviewing = 8

Self-protecting = 8

Social desirability = 9

Social desirability = 6

Reflective = 10

21 / 40

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

Yes, Self-protecting and Reflective concern me

No, I am not concerned about any of these scores

Yes, Reflective gives me some concern

Yes, Social-desirability gives me some concern

Yes, Self-protecting gives me some concern

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

22 / 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?

9-10

5-6

7-8

2-3

23 / 40

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

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

Yes, it is spot on

No, the interpretation is too strong

24 / 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

That the score is inaccurate

The area where most people tend to score

25 / 40

Which of the statements below is correct in relation to this candidate?

They dislike following rules and regulations

They are no more or less likely than others to follow through and complete tasks to a high standard

They are very organised in their approach to work

They like to work on more than one task at a time

26 / 40

You are looking for somebody to work in your creative design department.
He should be an abstract and creative thinker.
Would this candidate be a good option?

Yes

No

27 / 40

The lexical hypothesis suggests that:

If something exists then it must be able to be measured

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

28 / 40

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

Level 2

Level 3

Level 1

29 / 40

Please match the descriptions with the scale scores:

This person is likely to plan ahead more than others

This person is somewhat more likely than others to seek out change in their work

This person has a strong tendency to look for errors and be evaluative

This person is probably likely to lose interest in tasks that they start

30 / 40

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

True

False

31 / 40

If you wanted to assess whether your candidate would get anxious when giving sales presentations, what scale would you look at in particular?

General Anxiety

Both Specific Anxiety and General Anxiety

Specific Anxiety

32 / 40

Which scale is being interpreted in the audio?

Adaptability

Empathy

Group Affiliation

Psychological

Consultative

33 / 40

This individual is unlikely to enjoy being the centre of attention:

False

True

34 / 40

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

Anytime

After the interview

Before assessment

After assessment but before the interview

35 / 40

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

True

False

36 / 40

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

37 / 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)

It's not possible to accurately assess personality

Identity is not 100% valid

Candidates tend to lie

There is error in any assessment

38 / 40

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

39 / 40

Match the job analysis method with its description:

Hierarchical task analysis

O*NET

Incumbent interview

Critical incident

40 / 40

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

Internal style

Cognitive style

Interpersonal style

Response style

Your score is

0%