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Identity Personality Assessment Exam

Identity

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You have 30 minutes to answer 40 questions randomly taken from across the course. The pass mark remains 70%. Good luck!

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

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

2 / 40

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

3 / 40

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

4 / 40

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

5 / 40

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

6 / 40

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

7 / 40

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

8 / 40

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

Interested in the thought processes and behaviours of others
Somewhat more conforming; a slight preference to follow the majority
Prefers to liaise with others before making decisions
Not very interested in understanding people's emotions

9 / 40

For this candidate, his score on Protocol Following is:

10 / 40

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

11 / 40

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

12 / 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?

13 / 40

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

14 / 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?

15 / 40

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

16 / 40

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

17 / 40

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

18 / 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?

19 / 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

20 / 40

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

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)

22 / 40

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

23 / 40

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

24 / 40

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

25 / 40

Which is correct?

26 / 40

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

27 / 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?

28 / 40

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

29 / 40

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

30 / 40

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

31 / 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?

32 / 40

Response style indicators:

33 / 40

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

34 / 40

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

35 / 40

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

36 / 40

The style scales are the least important scales in Identity.

37 / 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

38 / 40

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

39 / 40

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

40 / 40

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

Your score is

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