Identity 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

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

Yes, it is spot on

No, the interpretation is not strong enough

No, the interpretation is too strong

No, the interpretation is in the wrong direction

2 / 40

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

False

True

3 / 40

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

4 / 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

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!

Interested in the thought processes and behaviours of others

Not very interested in understanding people's emotions

Somewhat more conforming; a slight preference to follow the majority

Prefers to liaise with others before making decisions

6 / 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

7 / 40

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

Yes, it is spot on

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

No, the interpretation is too strong

8 / 40

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

9 / 40

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

False

True

10 / 40

Which scale is being interpreted in the audio?

Psychological

Adaptability

Group Affiliation

Consultative

Empathy

11 / 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 scored higher than 70% of others on Specific Anxiety

She gets 30% more anxious than others before important events

12 / 40

Which is correct?

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

Neither of the other choices

13 / 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?

No

Yes

14 / 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)

It's not possible to accurately assess personality

Candidates tend to lie

Identity is not 100% valid

There is error in any assessment

15 / 40

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

None

Need to Win

Self-potency

Decisive

Risk-taking

Control

Determined

16 / 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

17 / 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

18 / 40

Match the term with its definition or result:

Validity

Systematic error

Reliability

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!

3

2

4

6

1

5

20 / 40

The lexical hypothesis suggests that:

If something exists then it must be able to be measured

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

Language is important for personality development

None of the other choices

21 / 40

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

False

True

22 / 40

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

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

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 are very organised in their approach to work

23 / 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 advise somebody on their career options

To assess if somebody has a personality disorder

To assess why somebody is nervous and fears authority

24 / 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

25 / 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

26 / 40

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

Tell the candidate not to worry

Ignore the comment

Explain that this is to ensure candidates don't lie

Explain that this is so that we ensure consistency of responses

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

27 / 40

Response style indicators:

Have no use in assessment

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

Tell us whether the respondent has lied

Tell us how valid Identity is

28 / 40

For this candidate, his score on Protocol Following is:

Higher than about 4% of similar others

Higher than about 10% of similar others

Lower than about 4% of similar others

Lower than about 10% of similar others

29 / 40

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

Self-reviewing = 8

Social desirability = 9

Self-protecting = 8

Reflective = 1

Reflective = 10

Social desirability = 6

30 / 40

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

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

Yes, Self-protecting gives me some concern

Yes, Reflective gives me some concern

Yes, Self-protecting and Reflective concern me

No, I am not concerned about any of these scores

Yes, Social-desirability gives me some concern

31 / 40

Which of the following may impact Identity's validity?

Not providing sufficient instructions to respondents

Using Identity for something it was not developed to do

Helping respondents to answer questions

Not interpreting Identity correctly

All of the other choices

32 / 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

33 / 40

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

True

False

34 / 40

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

35 / 40

Match the job analysis method with its description:

Critical incident

Hierarchical task analysis

Incumbent interview

O*NET

36 / 40

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

37 / 40

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

False

True

38 / 40

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

The range within which the true score is likely to be found

Nothing

The area where most people tend to score

That the score is inaccurate

39 / 40

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

False

True

40 / 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)

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