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

Place these actions in the correct order in relation to interpreting and reporting on Identity:
Hint: each step is presented randomly – not in order!

2

4

6

5

1

3

2 / 40

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

Yes, it is spot on

No, the interpretation is too strong

No, the interpretation is not strong enough

No, the interpretation is in the wrong direction

3 / 40

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

4 / 40

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

5 / 40

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

She scored higher than 70% of others on Specific Anxiety

She scored higher than 30% of others on Specific Anxiety

She gets 30% more anxious than others before important events

She gets 70% more anxious than others before important events

6 / 40

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

True

False

7 / 40

Which of the following may impact Identity’s validity?

All of the other choices

Using Identity for something it was not developed to do

Not providing sufficient instructions to respondents

Not interpreting Identity correctly

Helping respondents to answer questions

8 / 40

Response style indicators:

Tell us how valid Identity is

Tell us whether the respondent has lied

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

Have no use in assessment

9 / 40

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

True

False

10 / 40

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

Self-protecting = 8

Social desirability = 6

Reflective = 1

Reflective = 10

Self-reviewing = 8

Social desirability = 9

11 / 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)

12 / 40

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

True

False

13 / 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

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.

False

True

15 / 40

Match the scale descriptions with their label:

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

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

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

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

16 / 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?

1-3

4-7

8-10

17 / 40

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

He was not truthful when completing Identity

The interviewer is not asking the right questions

None of the other choices

Identity was unable to validly assess this characteristic

18 / 40

Match the job analysis method with its description:

O*NET

Hierarchical task analysis

Incumbent interview

Critical incident

19 / 40

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

Explain that this is so that we ensure consistency of responses

Tell the candidate not to worry

Explain that this is to ensure candidates don't lie

Ignore the comment

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

20 / 40

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

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

Yes, Self-protecting gives me some concern

No, I am not concerned about any of these scores

Yes, Social-desirability gives me some concern

Yes, Self-protecting and Reflective concern me

Yes, Reflective gives me some concern

21 / 40

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

22 / 40

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

To assess if somebody has a personality disorder

To assess somebody prior to recommending a development plan

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

23 / 40

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

True

False

24 / 40

For this candidate, his score on Protocol Following is:

Higher than about 10% of similar others

Lower than about 4% of similar others

Higher than about 4% of similar others

Lower than about 10% of similar others

25 / 40

Which is correct?

Neither of the other choices

Reliability is a pre-cursor to validity

Validity is a pre-cursor to reliability

26 / 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

Not very interested in understanding people's emotions

Interested in the thought processes and behaviours of others

27 / 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

28 / 40

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

Risk-taking

Decisive

Self-potency

Determined

Need to Win

Control

None

29 / 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

30 / 40

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

31 / 40

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

32 / 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)

Candidates tend to lie

It's not possible to accurately assess personality

There is error in any assessment

Identity is not 100% valid

33 / 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

34 / 40

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

They dislike following rules and regulations

They are very organised in their approach to work

They are no more or less likely than others to follow through and complete tasks to a high standard

They like to work on more than one task at a time

35 / 40

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

False

True

36 / 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

37 / 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

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

Give the report to Mike's new boss

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

38 / 40

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

True

False

39 / 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

40 / 40

Which scale is being interpreted in the audio?

Empathy

Adaptability

Psychological

Consultative

Group Affiliation

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