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

Match the term with its definition or result:

Systematic error

Validity

Reliability

2 / 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?

Factor analysis

Correlation

Multiple regression

3 / 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 too strong

No, the interpretation is in the wrong direction

Yes, it is spot on

4 / 40

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

5 / 40

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

Somewhat more conforming; a slight preference to follow the majority

Interested in the thought processes and behaviours of others

Prefers to liaise with others before making decisions

Not very interested in understanding people's emotions

6 / 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

If something exists then it must be able to be measured

None of the other choices

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

Match the information gathered with the Level of “evidence”:

Yes, I agree

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

9 / 40

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

False

True

10 / 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

General Anxiety

Both Specific Anxiety and General Anxiety

11 / 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

12 / 40

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

True

False

13 / 40

Which is correct?

Identity has 32 personality scales and 4 response style scales

Identity has 34 personality scales and 2 response style scales

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

14 / 40

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

Determined

Decisive

None

Self-potency

Need to Win

Control

Risk-taking

15 / 40

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

16 / 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)

17 / 40

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

Reflective = 1

Reflective = 10

Self-reviewing = 8

Social desirability = 6

Social desirability = 9

Self-protecting = 8

18 / 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

19 / 40

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

Cognitive style

Response style

Internal style

Interpersonal style

20 / 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 dislike following rules and regulations

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

21 / 40

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

Identity was unable to validly assess this characteristic

He was not truthful when completing Identity

The interviewer is not asking the right questions

None of the other choices

22 / 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

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

Give the report to Mike's new boss

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

23 / 40

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

Yes, Self-protecting gives me some concern

No, I am not concerned about any of these scores

Yes, Self-protecting and Reflective concern me

Yes, Reflective gives me some concern

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

Yes, Social-desirability gives me some concern

24 / 40

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

She scored higher than 70% 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 30% of others on Specific Anxiety

25 / 40

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

True

False

26 / 40

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

False

True

27 / 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

28 / 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

Candidates tend to lie

It's not possible to accurately assess personality

There is error in any assessment

29 / 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?

30 / 40

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

Ask the respondent if he lied

Suggest we don't employ this respondent

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

Do nothing because this score suggests the profile is valid

Ask the respondent to redo the test

31 / 40

Match the job analysis method with its description:

O*NET

Critical incident

Hierarchical task analysis

Incumbent interview

32 / 40

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

Level 3

Level 1

Level 2

33 / 40

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

34 / 40

Which is correct?

Neither of the other choices

Validity is a pre-cursor to reliability

Reliability is a pre-cursor to validity

35 / 40

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

36 / 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!

5

6

2

1

4

3

37 / 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 assess if somebody is the right fit for a job

To assess somebody prior to recommending a development plan

To advise somebody on their career options

38 / 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?

5-6

7-8

9-10

2-3

39 / 40

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

True

False

40 / 40

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

True

False

Your score is

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