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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

Match the term with its definition or result:

Reliability
Validity
Systematic error

2 / 40

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

3 / 40

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

4 / 40

For this candidate, his score on Protocol Following is:

5 / 40

The style scales are the least important scales in Identity.

6 / 40

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

7 / 40

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

8 / 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.

9 / 40

Response style indicators:

10 / 40

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

Often I take the initiative and come up with creative solutions
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
Yes, I agree

11 / 40

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

12 / 40

The lexical hypothesis suggests that:

13 / 40

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

14 / 40

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

15 / 40

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

16 / 40

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

17 / 40

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

18 / 40

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

19 / 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.

20 / 40

Match the scale descriptions with their label:

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?
Has the individual responded in a manner that is stereotypically regarded as positive?
Is the respondent likely to analyse their past behaviours and experiences?

21 / 40

Match the job analysis method with its description:

Incumbent interview
Hierarchical task analysis
Critical incident
O*NET

22 / 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?

23 / 40

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

24 / 40

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

25 / 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
Somewhat more conforming; a slight preference to follow the majority
Interested in the thought processes and behaviours of others

26 / 40

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

27 / 40

Match the statements with types of validity:

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
A candidate doubts the relevance of the questions for the role

28 / 40

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

29 / 40

Which is correct?

30 / 40

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

31 / 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?

32 / 40

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

33 / 40

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

34 / 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?

35 / 40

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

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?

37 / 40

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

38 / 40

Please match the descriptions with the scale scores:

This person is probably likely to lose interest in tasks that they start
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
This person has a strong tendency to look for errors and be evaluative

39 / 40

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

40 / 40

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

Your score is

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