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The most common type of typical performance test is the personality questionnaire, but they can also be used to measure things such as work preferences and interests. Personality questionnaires usually contain items (or questions) in the form of:

Q I would rather go out and socialize with my friends than stay in and read a book.

A (choose one)

Agree □

Disagree □

Clearly, there is no ‘correct’ answer to this question. Assuming that a question measures a personal trait such as ‘enjoyment of social contact’, there is no particular meaning or value attached to either answer. In other words, neither answer is intrinsically good or bad. So, for instance, saying that a person scored 23 out of 56 on an assertiveness scale is probably meaningless, while saying that they were more assertive than average might have some relevance to their suitability for employment. Most typical performance tests, such as personality questionnaires, have no time limit, although, for organizational efficiency, some test supervisors may encourage you to complete them within a set time.