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

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

2 / 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

Both Specific Anxiety and General Anxiety

General Anxiety

3 / 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

4 / 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

8-10

1-3

5 / 40

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

True

False

6 / 40

Which of the following may impact Identity’s validity?

All of the other choices

Helping respondents to answer questions

Using Identity for something it was not developed to do

Not providing sufficient instructions to respondents

Not interpreting Identity correctly

7 / 40

Which is correct?

Neither of the other choices

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

8 / 40

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

Internal style

Response style

Interpersonal style

Cognitive style

9 / 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

10 / 40

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

Self-potency

Risk-taking

Determined

Control

Decisive

Need to Win

None

11 / 40

The lexical hypothesis suggests that:

None of the other choices

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

If something exists then it must be able to be measured

12 / 40

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

True

False

13 / 40

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

14 / 40

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

Reflective = 1

Self-protecting = 8

Social desirability = 6

Social desirability = 9

Reflective = 10

Self-reviewing = 8

15 / 40

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

True

False

16 / 40

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

False

True

17 / 40

Match the job analysis method with its description:

Incumbent interview

O*NET

Hierarchical task analysis

Critical incident

18 / 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

19 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

20 / 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?

21 / 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?

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

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

22 / 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

No

23 / 40

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

She gets 30% more anxious than others before important events

She scored higher than 70% of others on Specific Anxiety

She gets 70% more anxious than others before important events

She scored higher than 30% of others on Specific Anxiety

24 / 40

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

No, the interpretation is in the wrong direction

Yes, it is spot on

No, the interpretation is too strong

No, the interpretation is not strong enough

25 / 40

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

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)

Assessment of high-level traits such as extroversion or openness to experience

26 / 40

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

False

True

27 / 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

28 / 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.

True

False

29 / 40

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

To advise somebody on their career options

To assess why somebody is nervous and fears authority

To assess if somebody is the right fit for a job

To assess if somebody has a personality disorder

To assess somebody prior to recommending a development plan

30 / 40

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

31 / 40

Match the statements with types of validity:

Identity has been shown to accurately measure the traits it purports to measure

A candidate doubts the relevance of the questions for the role

Identity is able to predict performance both in the short- and long-term

32 / 40

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

Somewhat more conforming; a slight preference to follow the majority

Prefers to liaise with others before making decisions

Interested in the thought processes and behaviours of others

Not very interested in understanding people's emotions

33 / 40

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

The area where most people tend to score

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

Nothing

That the score is inaccurate

34 / 40

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

The interviewer is not asking the right questions

Identity was unable to validly assess this characteristic

None of the other choices

He was not truthful when completing Identity

35 / 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

36 / 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

37 / 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

38 / 40

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

False

True

39 / 40

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