Psychometric Assessment Exam: Level 2 Ability - PsyAsia International Community

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

Psychometric Assessment Exam: Level 2 Ability

Final Course Exam: PAWL2A

Kindly note that because this is a test of your current competence, 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$99. 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.

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1 / 30

Which model of intelligence has received generally greater support?

Multi-factor

Single-factor

2 / 30

Place the following levels of data in the correct order with the lowest level of quality signified by 1 and the highest signified by 3.

Nominal

Interval

Ordinal

3 / 30

Calculate the SEMean for the following: 150 Candidates, SD = 2 (Round to nearest 2 decimal places)

4 / 30

Approximately how much of the variance in grade performance is associated with the numerical reasoning test score?

22%

95%

5 / 30

Match the level of data to the typical correlation statistic used:

Ordinal

Nominal

Interval

6 / 30

Research shows that the number of years of work experience somebody has is an important predictor of job performance?

True

False

7 / 30

Which of the following statements is TRUE about test-retest reliability?
(Check ALL that apply)

To compute it you need to assess 1 group of candidates at 2 different times using the same test

The test-retest reliability value is used in the calculation of a scale's standard error of measurement

It is less important than internal consistency reliability

The end result is expressed as a correlation coefficient

To compute it you need to assess 2 different groups of candidates at 2 different times using the same test

It requires more resources than internal consistency reliability

8 / 30

Match the types of validity with their descriptions:

Face Validity

Content Validity

Construct Validity

Concurrent Criterion Related Validity

Predictive Criterion Related Validity

Faith validity

9 / 30

Match the Job Analysis methods with the correct descriptions:

Interview method breaking job down into its constituent parts

A long questionnaire

Interview aiming to discover the most important aspects of the job

Online job analysis, skills, competencies, descriptions database

Descriptions of job competencies used to assess relative importance of the competencies

10 / 30

What does the Utility Equation do?

It does nothing meaningful

Helps us understand what aspects of the selection process are important in establishing ROI or gain

Computes how much the testing process costs us

11 / 30

A candidate scored at the 39th percentile. His score is in the average band.

True

False

12 / 30

Job analysis informs the job description and the (2 words).

13 / 30

The utility equation is as follows:

(note: Average Test Score relates to that of those selected)

Criterion-related validity x Average Test Score x Standard deviation of incumbent job performance

Criterion-related validity + Average Test Score + Standard deviation of incumbent job performance

Construct-related validity + Average Test Score + Standard deviation of incumbent job performance

Construct-related validity x Average Test Score x Standard deviation of incumbent job performance

14 / 30

A candidate scores at the 95%ile. Which of the following are acceptable ways to convey the score?

It's an average score

It's a poor score

It's an excellent score

It's an above average score

15 / 30

When feeding back to a candidate, is it a better idea to use stens or percentiles.

Stens

Percentiles

16 / 30

A candidate scored a Z score of +2.
How would you feedback?

You scored at the th percentile. This means that you did better than per cent of similar others. This score falls within the band.

17 / 30

What is the minimum level of reliability that we aspire to for ability tests?

18 / 30

A client of test publisher does his own validity study. He asks each of his many managers to assess the performance of employees selected using the psychometric test. He provides the managers with a list of 6 competencies to evaluate the employees on. Subsequent analyses show no significant relationship between the psychometric test and any of the competencies. What is the most likely of the following 3 biases at play here?

Criterion validity problems

Restriction of range problems

Criterion reliability problems

19 / 30

Horn and Cattell took Spearman’s work with g further and introduced two sub areas. One of these was called crystallised intelligence and the other was called intelligence.

20 / 30

At the 1% level of significance, how many correlations in every 100 are probably due to chance effects?

21 / 30

This picture shows reliability data from a test manual. If a candidate scored a raw score of 15 on NMG1, what would their Z score be?
(Hint: This draws upon knowledge from Level 1 which you should recall!)

22 / 30

Looking at the 2 correlations in the table – what is the probability that they occurred by chance?

99%

10%

95%

23 / 30

A candidate scores a raw score of 17 on a test which has a standard deviation of 2 and mean of 17.
How would you feed this back?

You scored at the th percentile. This means that you did better than per cent of similar others. This score falls within the band.

24 / 30

Put the following assessment methods in rank order according to Robertson & Smith’s findings regarding their ability to predict job performance. The least predictive method should be assigned 1 and the most predictive should be assigned 9.

Age

References

Cognitive Tests

Graphology

Years of Job Experience

Years of Education

Structured Interviews

Cognitive Tests & Structured Interviews

Personality Assessments

Astrology

25 / 30

Meta-analytical research from 2005 suggests that Ability Tests can predict around how much of the variance in job performance?

One half

One third

50.0%

Two thirds

10.0%

26 / 30

Who developed the first modern ability test?

Spearman

Wechsler

Thurstone

Binet

Cattell

27 / 30

Which scatterplot shows zero correlation?

28 / 30

Match the items on the left with the items on the right:

Measures of central tendency

Measures of spread

29 / 30

Think about this carefully – don’t rush it! Sally and Jo both undertake a numerical reasoning test. The test has an SEm of 2. Sally scores 10 on the test whilst Jo scores 16. How confident can we be that Jo is really better than Sally at numerical reasoning?

68% confident

50% confident

99% confident

100% confident

96% confident

30 / 30

Match the sampling methods with their correct descriptions:

Norm group members are selected based on demographics

Each person in the norm group has an equal chance of being selected

Norm group members are recruited as a result of having easy access, perhaps due to an existing relationship with a company

Your score is