Select Page

Identity Personality Assessment Exam

Identity

0%

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 interpretation of the ADAPTABILITY scale.  Does it sound correct?

2 / 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 tended to respond in a polar (black and white) way?
Has the respondent been open in regards to their inner emotional experience?

3 / 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.

4 / 40

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

5 / 40

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

6 / 40

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

7 / 40

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

8 / 40

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

9 / 40

Now that you have completed this training in Identity, you know all there is to know about Identity and psychometric testing at work.

10 / 40

Which of the following may impact Identity’s validity?

11 / 40

If you wanted to assess whether your candidate would get anxious when giving sales presentations, what scale would you look at in particular?

12 / 40

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

13 / 40

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

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!

Not very interested in understanding people's emotions
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

15 / 40

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

16 / 40

Match the statements with types of validity:

Identity is able to predict performance both in the short- and long-term
A candidate doubts the relevance of the questions for the role
Identity has been shown to accurately measure the traits it purports to measure

17 / 40

Match the term with its definition or result:

Validity
Reliability
Systematic error

18 / 40

Which is correct?

19 / 40

Which is correct?

20 / 40

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

21 / 40

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

22 / 40

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

23 / 40

Please match the descriptions with the scale scores:

This person is probably likely to lose interest in tasks that they start
This person is likely to plan ahead more than others
This person has a strong tendency to look for errors and be evaluative
This person is somewhat more likely than others to seek out change in their work

24 / 40

For this candidate, his score on Protocol Following is:

25 / 40

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

26 / 40

Which scale is being interpreted in the audio? 

27 / 40

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

28 / 40

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

29 / 40

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

30 / 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?

31 / 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
4
5
1
2
6

32 / 40

The style scales are the least important scales in Identity.

33 / 40

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

34 / 40

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

35 / 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.

36 / 40

Which would result in better prediction of aspects of work performance?

37 / 40

Match the information gathered with the Level of “evidence”:

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
Often I take the initiative and come up with creative solutions

38 / 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)

39 / 40

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

40 / 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.

Your score is

0%