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

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

False

True

2 / 40

Which is correct?

Neither of the other choices

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

3 / 40

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

4 / 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

5 / 40

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

6 / 40

Match the term with its definition or result:

Validity

Systematic error

Reliability

7 / 40

Match the statements with types of validity:

A candidate doubts the relevance of the questions for the role

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

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

8 / 40

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

True

False

9 / 40

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

10 / 40

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

11 / 40

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

Internal style

Response style

Cognitive style

Interpersonal style

12 / 40

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

Need to Win

Decisive

None

Control

Self-potency

Risk-taking

Determined

13 / 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

14 / 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

15 / 40

For this candidate, his score on Protocol Following is:

Lower than about 4% of similar others

Higher than about 4% of similar others

Lower than about 10% of similar others

Higher than about 10% of similar others

16 / 40

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

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

Ask the respondent if he lied

Do nothing because this score suggests the profile is valid

Ask the respondent to redo the test

Suggest we don't employ this respondent

17 / 40

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

True

False

18 / 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

19 / 40

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

True

False

20 / 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

21 / 40

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

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

No, the interpretation is too strong

Yes, it is spot on

22 / 40

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

False

True

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 scored higher than 30% of others on Specific Anxiety

She gets 70% more anxious than others before important events

24 / 40

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

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

To assess why somebody is nervous and fears authority

To advise somebody on their career options

25 / 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)

26 / 40

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

Yes, Self-protecting and Reflective concern me

Yes, Reflective gives me some concern

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

Yes, Self-protecting gives me some concern

Yes, Social-desirability gives me some concern

No, I am not concerned about any of these scores

27 / 40

Please match the descriptions with the scale scores:

This person is probably likely to lose interest in tasks that they start

This person has a strong tendency to look for errors and be evaluative

This person is likely to plan ahead more than others

This person is somewhat more likely than others to seek out change in their work

28 / 40

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

False

True

29 / 40

Match the scale descriptions with their label:

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?

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

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

30 / 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

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

Ignore the comment

Explain that this is to ensure candidates don't lie

Explain that this is so that we ensure consistency of responses

31 / 40

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

General Anxiety

Both Specific Anxiety and General Anxiety

Specific Anxiety

32 / 40

Which of the following may impact Identity’s validity?

Not providing sufficient instructions to respondents

All of the other choices

Helping respondents to answer questions

Not interpreting Identity correctly

Using Identity for something it was not developed to do

33 / 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

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

Give the report to Mike's new boss

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

34 / 40

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

No, the interpretation is too strong

No, the interpretation is not strong enough

Yes, it is spot on

No, the interpretation is in the wrong direction

35 / 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?

Factor analysis

Correlation

Multiple regression

36 / 40

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

Reflective = 1

Reflective = 10

Social desirability = 6

Self-reviewing = 8

Social desirability = 9

Self-protecting = 8

37 / 40

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

False

True

38 / 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.

True

False

39 / 40

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

True

False

40 / 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

5-6

9-10

2-3

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