Identity Personality Assessment 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

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

2 / 40

For this candidate, his score on Protocol Following is:

Lower than about 10% of similar others

Lower than about 4% of similar others

Higher than about 10% of similar others

Higher than about 4% of similar others

3 / 40

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

Identity was unable to validly assess this characteristic

The interviewer is not asking the right questions

He was not truthful when completing Identity

None of the other choices

4 / 40

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

Reflective = 10

Reflective = 1

Self-reviewing = 8

Social desirability = 6

Self-protecting = 8

Social desirability = 9

5 / 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.

False

True

6 / 40

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

No, the interpretation is too strong

No, the interpretation is not strong enough

Yes, it is spot on

No, the interpretation is in the wrong direction

7 / 40

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

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

They dislike following rules and regulations

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

They are very organised in their approach to work

8 / 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 70% more anxious than others before important events

She gets 30% more anxious than others before important events

She scored higher than 70% of others on Specific Anxiety

9 / 40

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

False

True

10 / 40

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

11 / 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

12 / 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

13 / 40

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

Ignore the comment

Tell the candidate not to worry

Explain that this is so that we ensure consistency of responses

Explain that this is to ensure candidates don't lie

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

14 / 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)

15 / 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

Multiple regression

Factor analysis

16 / 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

17 / 40

Response style indicators:

Tell us whether the respondent has lied

Have no use in assessment

Tell us how valid Identity is

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

18 / 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)

Identity is not 100% valid

It's not possible to accurately assess personality

There is error in any assessment

Candidates tend to lie

19 / 40

The lexical hypothesis suggests that:

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

If something exists then it must be able to be measured

Language is important for personality development

None of the other choices

20 / 40

Match the job analysis method with its description:

Hierarchical task analysis

Incumbent interview

O*NET

Critical incident

21 / 40

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

22 / 40

Match the statements with types of validity:

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

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

A candidate doubts the relevance of the questions for the role

23 / 40

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

Response style

Interpersonal style

Cognitive style

Internal style

24 / 40

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

False

True

25 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

26 / 40

The style scales are the least important scales in Identity.

True

False

27 / 40

Please match the descriptions with the scale scores:

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

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

This person is likely to plan ahead more than others

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

28 / 40

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

False

True

29 / 40

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

True

False

30 / 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

31 / 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

Suggest we don't employ this respondent

Do nothing because this score suggests the profile is valid

Ask the respondent if he lied

32 / 40

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

33 / 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

34 / 40

Which is correct?

Identity has 34 personality scales and 2 response style scales

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

35 / 40

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

False

True

36 / 40

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

To assess if somebody has a personality disorder

To assess why somebody is nervous and fears authority

To advise somebody on their career options

To assess somebody prior to recommending a development plan

To assess if somebody is the right fit for a job

37 / 40

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

False

True

38 / 40

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

After the interview

After assessment but before the interview

Anytime

Before assessment

39 / 40

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

40 / 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

Prefers to liaise with others before making decisions

Somewhat more conforming; a slight preference to follow the majority

Not very interested in understanding people's emotions

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