Identity Personality Assessment Exam - PsyAsia International Community

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

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

True

False

2 / 40

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

False

True

3 / 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

Interested in the thought processes and behaviours of others

Somewhat more conforming; a slight preference to follow the majority

Prefers to liaise with others before making decisions

4 / 40

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

5 / 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

6 / 40

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

7 / 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

8 / 40

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

9 / 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?

2-3

9-10

7-8

5-6

10 / 40

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

Explain that this is to ensure candidates don't lie

Tell the candidate not to worry

Explain that this is so that we ensure consistency of responses

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

Ignore the comment

11 / 40

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

Level 3

Level 1

Level 2

12 / 40

Match the scale descriptions with their label:

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

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

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

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

13 / 40

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

After assessment but before the interview

After the interview

Before assessment

Anytime

14 / 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

15 / 40

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

True

False

16 / 40

Which of the following may impact Identity’s validity?

Helping respondents to answer questions

Not interpreting Identity correctly

Using Identity for something it was not developed to do

Not providing sufficient instructions to respondents

All of the other choices

17 / 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

18 / 40

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

19 / 40

Response style indicators:

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

Have no use in assessment

Tell us whether the respondent has lied

Tell us how valid Identity is

20 / 40

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

She gets 70% more anxious than others before important events

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

21 / 40

Match the term with its definition or result:

Reliability

Systematic error

Validity

22 / 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

23 / 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

Suggest we don't employ this respondent

Ask the respondent to redo the test

Ask the respondent if he lied

Do nothing because this score suggests the profile is valid

24 / 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

If something exists then it must be able to be measured

None of the other choices

25 / 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

26 / 40

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

They are very organised in their approach to work

They dislike following rules and regulations

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

27 / 40

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

True

False

28 / 40

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

29 / 40

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

Control

Determined

Decisive

Need to Win

Risk-taking

Self-potency

None

30 / 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

31 / 40

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

32 / 40

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

True

False

33 / 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

34 / 40

Please match the descriptions with the scale scores:

This person is likely to plan ahead more than others

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

35 / 40

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

False

True

36 / 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?

8-10

1-3

4-7

37 / 40

The style scales are the least important scales in Identity.

False

True

38 / 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

No, I am not concerned about any of these scores

Yes, Self-protecting gives me some concern

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

Yes, Social-desirability gives me some concern

39 / 40

Which is correct?

Validity is a pre-cursor to reliability

Neither of the other choices

Reliability is a pre-cursor to validity

40 / 40

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

The area where most people tend to score

Nothing

That the score is inaccurate

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

Your score is