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 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

2 / 40

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

Level 2

Level 1

Level 3

3 / 40

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

No, the interpretation is not strong enough

No, the interpretation is too strong

Yes, it is spot on

No, the interpretation is in the wrong direction

4 / 40

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

5 / 40

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

False

True

6 / 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

Candidates tend to lie

There is error in any assessment

7 / 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

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

8 / 40

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

9 / 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

10 / 40

Which of the following may impact Identity’s validity?

Not providing sufficient instructions to respondents

Helping respondents to answer questions

Using Identity for something it was not developed to do

All of the other choices

Not interpreting Identity correctly

11 / 40

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

True

False

12 / 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

13 / 40

Listen to the interpretation of the SOCIAL PRESENCE 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

14 / 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

15 / 40

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

To assess somebody prior to recommending a development plan

To assess if somebody is the right fit for a job

To assess why somebody is nervous and fears authority

To assess if somebody has a personality disorder

To advise somebody on their career options

16 / 40

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

17 / 40

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

Social desirability = 6

Social desirability = 9

Reflective = 10

Reflective = 1

Self-protecting = 8

Self-reviewing = 8

18 / 40

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

19 / 40

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

False

True

20 / 40

The style scales are the least important scales in Identity.

False

True

21 / 40

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

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

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

22 / 40

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

23 / 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.

True

False

24 / 40

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

False

True

25 / 40

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

26 / 40

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

True

False

27 / 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

28 / 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

29 / 40

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

False

True

30 / 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

31 / 40

Match the scale descriptions with their label:

Has the individual responded in a manner that is stereotypically regarded as positive?

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 respondent been open in regards to their inner emotional experience?

32 / 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)

33 / 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

9-10

2-3

5-6

34 / 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

35 / 40

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

Determined

Control

None

Need to Win

Decisive

Self-potency

Risk-taking

36 / 40

Match the job analysis method with its description:

Incumbent interview

Critical incident

O*NET

Hierarchical task analysis

37 / 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

38 / 40

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

After assessment but before the interview

Before assessment

After the interview

Anytime

39 / 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

40 / 40

For this candidate, his score on Protocol Following is:

Higher than about 4% of similar others

Lower than about 4% of similar others

Lower than about 10% of similar others

Higher than about 10% of similar others

Your score is

0%