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

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

False

True

2 / 40

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

Explain that this is so that we ensure consistency of responses

Ignore the comment

Tell the candidate not to worry

Explain that this is to ensure candidates don't lie

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

3 / 40

Which is correct?

Neither of the other choices

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

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?

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

Give the report to Mike's new boss

Give the report to Mike's old boss

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

5 / 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 has a personality disorder

To assess if somebody is the right fit for a job

To advise somebody on their career options

To assess why somebody is nervous and fears authority

6 / 40

Which scale is being interpreted in the audio?

Psychological

Group Affiliation

Adaptability

Consultative

Empathy

7 / 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

5-6

2-3

8 / 40

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

9 / 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?

Multiple regression

Correlation

Factor analysis

10 / 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

11 / 40

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

12 / 40

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

Cognitive style

Internal style

Interpersonal style

Response style

13 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

14 / 40

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

Prefers to liaise with others before making decisions

Somewhat more conforming; a slight preference to follow the majority

Interested in the thought processes and behaviours of others

Not very interested in understanding people's emotions

15 / 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

16 / 40

The lexical hypothesis suggests that:

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

If something exists then it must be able to be measured

17 / 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

18 / 40

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

19 / 40

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

False

True

20 / 40

Match the scale descriptions with their label:

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

Is the respondent likely to analyse their past behaviours and experiences?

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

Has the respondent tended to respond in a polar (black and white) way?

21 / 40

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

22 / 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)

Candidates tend to lie

Identity is not 100% valid

It's not possible to accurately assess personality

There is error in any assessment

23 / 40

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

Do nothing because this score suggests the profile is valid

Ask the respondent if he lied

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

Ask the respondent to redo the test

Suggest we don't employ this respondent

24 / 40

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

False

True

25 / 40

Which of the following may impact Identity’s validity?

Using Identity for something it was not developed to do

All of the other choices

Not interpreting Identity correctly

Not providing sufficient instructions to respondents

Helping respondents to answer questions

26 / 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

27 / 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?

1-3

8-10

4-7

28 / 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

29 / 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

4

1

6

3

2

30 / 40

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

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

Yes, it is spot on

No, the interpretation is too strong

31 / 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

32 / 40

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

Decisive

None

Self-potency

Control

Determined

Risk-taking

Need to Win

33 / 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

34 / 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

35 / 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

36 / 40

Which is correct?

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

Identity has 32 personality scales and 4 response style scales

Identity has 34 personality scales and 2 response style scales

37 / 40

Match the job analysis method with its description:

O*NET

Hierarchical task analysis

Critical incident

Incumbent interview

38 / 40

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

39 / 40

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

True

False

40 / 40

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

No, the interpretation is too strong

No, the interpretation is in the wrong direction

No, the interpretation is not strong enough

Yes, it is spot on

Your score is

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