QUESTIONNAIRES: THE PERSONAL HISTORY 
RECORD AND THE INTEREST ANALYSIS 
Definition of a questionnaire. Uses of a questionnaire in an investigation 
of this sort. Characteristics of a good questionnaire. Obtaining the data. 
IN THE preceding chapters we have considered in some 
detail two types of aids to the scientific selection of person- 
nel: one which may be used for measuring abilities, the 
psychological test; and another which may be used to record 
systematic estimates of abilities, the rating scale. It remains 
to consider a third type of device, the questionnaire, which 
has also an important place in a study in scientific vocational 
selection. 
There are basic functional distinctions between the ques- 
tionnaire and the other two types of examination. 
A test is a sampling of performance. It answers the ques- 
tion: What can the worker do under certain circumstances, 
as, for example, what problems can he solve, what informa- 
tion can he impart? 
A rating scale is a systematization of estimates. It ans- 
wers the question: What do others think of the worker, or 
what does he think of himself, or, more precisely, what do 
they say they think of him? 
A questionnaire is a systematization of inquiry concern- 
ing facts as they exist or have existed. It answers the ques- 
tion: What facts does the worker give about himself, or 
what facts do others give about him? Typical kinds of 
questionnaires for this purpose include such forms as the 
application blank and the interest report blank. 
The end result of the use of a test is a measure of per- 
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