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Identity Personality Assessment Exam

Identity

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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

Which is correct?

2 / 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

3 / 40

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

4 / 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?

5 / 40

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

6 / 40

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

7 / 40

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

8 / 40

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

9 / 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?

10 / 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)

11 / 40

Which is correct?

12 / 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

13 / 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?

14 / 40

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

15 / 40

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

16 / 40

Response style indicators:

17 / 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

18 / 40

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

19 / 40

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

20 / 40

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

21 / 40

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

22 / 40

Which of the following may impact Identity’s validity?

23 / 40

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

24 / 40

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

25 / 40

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

26 / 40

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

27 / 40

Match the job analysis method with its description:

Incumbent interview
O*NET
Hierarchical task analysis
Critical incident

28 / 40

Which scale is being interpreted in the audio? 

29 / 40

Match the term with its definition or result:

Systematic error
Validity
Reliability

30 / 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!

4
6
5
2
1
3

31 / 40

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

32 / 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.

33 / 40

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

34 / 40

Match the scale descriptions with their label:

Has the respondent been open in regards to their inner emotional experience?
Is the respondent likely to analyse their past behaviours and experiences?
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?

35 / 40

For this candidate, his score on Protocol Following is:

36 / 40

Please match the descriptions with the scale scores:

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 probably likely to lose interest in tasks that they start
This person is somewhat more likely than others to seek out change in their work

37 / 40

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

38 / 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?

39 / 40

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

40 / 40

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

Your score is

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