Identity Personality Assessment Exam - PsyAsia International Community

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

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

2 / 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

3 / 40

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

False

True

4 / 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

Somewhat more conforming; a slight preference to follow the majority

Prefers to liaise with others before making decisions

5 / 40

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

True

False

6 / 40

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

False

True

7 / 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

8 / 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

9-10

7-8

2-3

9 / 40

Which scale is being interpreted in the audio?

Psychological

Consultative

Adaptability

Empathy

Group Affiliation

10 / 40

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

Level 3

Level 2

Level 1

11 / 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

12 / 40

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

Interpersonal style

Response style

Cognitive style

Internal style

13 / 40

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

14 / 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

15 / 40

Response style indicators:

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

Tell us whether the respondent has lied

Have no use in assessment

Tell us how valid Identity is

16 / 40

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

True

False

17 / 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

18 / 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, Social-desirability gives me some concern

Yes, Self-protecting and Reflective concern me

Yes, Reflective gives me some concern

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

19 / 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!

20 / 40

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

Ask the respondent to redo the test

Suggest we don't employ this respondent

Do nothing because this score suggests the profile is valid

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

Ask the respondent if he lied

21 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

22 / 40

Which of the following may impact Identity’s validity?

Helping respondents to answer questions

Using Identity for something it was not developed to do

Not interpreting Identity correctly

Not providing sufficient instructions to respondents

All of the other choices

23 / 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

24 / 40

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

False

True

25 / 40

Which is correct?

Reliability is a pre-cursor to validity

Neither of the other choices

Validity is a pre-cursor to reliability

26 / 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

27 / 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

28 / 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)

29 / 40

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

False

True

30 / 40

The style scales are the least important scales in Identity.

True

False

31 / 40

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

Nothing

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

32 / 40

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

She gets 70% more anxious than others before important events

She scored higher than 30% of others on Specific Anxiety

She scored higher than 70% of others on Specific Anxiety

She gets 30% more anxious than others before important events

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?

4-7

1-3

8-10

34 / 40

The lexical hypothesis suggests that:

None of the other choices

If something exists then it must be able to be measured

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

35 / 40

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

36 / 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

37 / 40

Match the scale descriptions with their label:

Has the respondent been open in regards to their inner emotional experience?

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?

38 / 40

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

None of the other choices

The interviewer is not asking the right questions

Identity was unable to validly assess this characteristic

He was not truthful when completing Identity

39 / 40

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

Self-reviewing = 8

Self-protecting = 8

Social desirability = 6

Reflective = 10

Social desirability = 9

Reflective = 1

40 / 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

Your score is