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

For this candidate, his score on Protocol Following is:

Lower than about 10% of similar others

Higher than about 10% of similar others

Higher than about 4% of similar others

Lower than about 4% of similar others

2 / 40

The style scales are the least important scales in Identity.

False

True

3 / 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 is the right fit for a job

To assess why somebody is nervous and fears authority

To assess if somebody has a personality disorder

To advise somebody on their career options

4 / 40

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

True

False

5 / 40

Match the job analysis method with its description:

Hierarchical task analysis

O*NET

Incumbent interview

Critical incident

6 / 40

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

Often I take the initiative and come up with creative solutions

Yes, I agree

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

7 / 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

Interested in the thought processes and behaviours of others

Somewhat more conforming; a slight preference to follow the majority

8 / 40

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

9 / 40

Which is correct?

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

Neither of the other choices

10 / 40

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

False

True

11 / 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

12 / 40

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

Nothing

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

That the score is inaccurate

The area where most people tend to score

13 / 40

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

True

False

14 / 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

15 / 40

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

Level 2

Level 1

Level 3

16 / 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 old boss

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

Give the report to Mike's new boss

17 / 40

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

Level 2

Level 1

Level 3

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

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

20 / 40

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

False

True

21 / 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

22 / 40

What is the name given collectively to the four Identity scales that assess how the candidate has approached the questionnaire?

23 / 40

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

True

False

24 / 40

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

No, the interpretation is not strong enough

Yes, it is spot on

No, the interpretation is too strong

No, the interpretation is in the wrong direction

25 / 40

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

True

False

26 / 40

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

27 / 40

Match the statements with types of validity:

A candidate doubts the relevance of the questions for the role

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

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

28 / 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

29 / 40

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

False

True

30 / 40

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

True

False

31 / 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 ensure candidates don't lie

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

Explain that this is so that we ensure consistency of responses

Ignore the comment

32 / 40

Match the term with its definition or result:

Validity

Reliability

Systematic error

33 / 40

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

False

True

34 / 40

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

No, I am not concerned about any of these scores

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

Yes, Self-protecting and Reflective concern me

Yes, Self-protecting gives me some concern

Yes, Reflective gives me some concern

Yes, Social-desirability gives me some concern

35 / 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

36 / 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

37 / 40

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

Social desirability = 9

Self-reviewing = 8

Reflective = 1

Reflective = 10

Self-protecting = 8

Social desirability = 6

38 / 40

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

She scored higher than 30% of others on Specific Anxiety

She gets 70% more anxious than others before important events

She scored higher than 70% of others on Specific Anxiety

She gets 30% more anxious than others before important events

39 / 40

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

True

False

40 / 40

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

Interpersonal style

Response style

Cognitive style

Internal style

Your score is