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

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

Yes, it is spot on

No, the interpretation is too strong

2 / 40

Match the statements with types of validity:

A candidate doubts the relevance of the questions for the role

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

3 / 40

Which is correct?

Identity has 32 personality scales and 4 response style scales

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

4 / 40

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

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

Yes, Social-desirability gives me some concern

Yes, Reflective gives me some concern

No, I am not concerned about any of these scores

Yes, Self-protecting and Reflective concern me

Yes, Self-protecting gives me some concern

5 / 40

For this candidate, his score on Protocol Following is:

Higher than about 4% of similar others

Higher than about 10% of similar others

Lower than about 4% of similar others

Lower than about 10% of similar others

6 / 40

Match the information gathered with the Level of "evidence":

Often I take the initiative and come up with creative solutions

On Friday of last week, I was asked to make a decision regarding a new project; prior to doing so, I spoke with a number of different stakeholders to canvass opinion

Yes, I agree

7 / 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

8 / 40

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

True

False

9 / 40

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

Level 1

Level 3

Level 2

10 / 40

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

False

True

11 / 40

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

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

To assess why somebody is nervous and fears authority

To advise somebody on their career options

12 / 40

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

False

True

13 / 40

The style scales are the least important scales in Identity.

False

True

14 / 40

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

They are very organised in their approach to work

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

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

They dislike following rules and regulations

15 / 40

Which would result in better prediction of aspects of work performance?

Assessment of high-level traits such as extroversion or openness to experience

Assessment of specific aspects of personality that encompass high-level traits (for example, rather than assessing extroversion as whole, assess the multiple components of extroversion)

16 / 40

If Ming scores at the 70th percentile on the Specific Anxiety scale of Identity, this means:

She scored higher than 30% of others on Specific Anxiety

She gets 30% more anxious than others before important events

She gets 70% more anxious than others before important events

She scored higher than 70% of others on Specific Anxiety

17 / 40

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

18 / 40

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

19 / 40

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

Reflective = 10

Reflective = 1

Self-protecting = 8

Self-reviewing = 8

Social desirability = 9

Social desirability = 6

20 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

21 / 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

Identity is not 100% valid

It's not possible to accurately assess personality

There is error in any assessment

22 / 40

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

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

Ask the respondent to redo the test

Ask the respondent if he lied

Suggest we don't employ this respondent

Do nothing because this score suggests the profile is valid

23 / 40

If the candidate cannot provide behavioural evidence to support the profile, it means:

Identity was unable to validly assess this characteristic

None of the other choices

He was not truthful when completing Identity

The interviewer is not asking the right questions

24 / 40

The lexical hypothesis suggests that:

If something exists then it must be able to be measured

None of the other choices

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

25 / 40

Which scale is being interpreted in the audio?

Adaptability

Psychological

Consultative

Empathy

Group Affiliation

26 / 40

Which of the following may impact Identity's validity?

All of the other choices

Not providing sufficient instructions to respondents

Not interpreting Identity correctly

Helping respondents to answer questions

Using Identity for something it was not developed to do

27 / 40

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

Specific Anxiety

Both Specific Anxiety and General Anxiety

General Anxiety

28 / 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

5-6

9-10

29 / 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?

No

Yes

30 / 40

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

That the score is inaccurate

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

The area where most people tend to score

Nothing

31 / 40

Response style indicators:

Tell us how valid Identity is

Have no use in assessment

Give us an indication as to the respondent's style of responding

Tell us whether the respondent has lied

32 / 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!

3

6

5

1

2

4

33 / 40

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

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

Explain that this is to ensure candidates don't lie

Tell the candidate not to worry

Explain that this is so that we ensure consistency of responses

Ignore the comment

34 / 40

Please match the descriptions with the scale scores:

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

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

35 / 40

Mike took Identity about a year ago. He was recently promoted and his new manager is asking to see his Identity report to understand him better and to work on possible development plans. What would be the best course of action?

Give the report to Mike's old boss

Suggest that Mike's new boss ask Mike to complete Identity again

Sit with Mike's new boss and take him through the report

Give the report to Mike's new boss

36 / 40

Match the job analysis method with its description:

Incumbent interview

Critical incident

Hierarchical task analysis

O*NET

37 / 40

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

False

True

38 / 40

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

Not very interested in understanding people's emotions

Interested in the thought processes and behaviours of others

Prefers to liaise with others before making decisions

Somewhat more conforming; a slight preference to follow the majority

39 / 40

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

False

True

40 / 40

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

Your score is

0%