Open-ended questions require an original, personal response to a question. For example, What do you consider to be the most important qualities of a Personnel Officer? Answers to such questions obviously take a lot more time than yes/no answers or rating scales. Definitely don’t start with questions like this; if you want to include you or two, put them at the end. And don’t leave too much space for the answer; if the respondent sees half a page of blank paper, they may feel that they have to fill it all, and consequently be discouraged from answering at all. Open-ended questions are also more difficult to analyse and categorize.
Patrick and Moore have revised the PAQ and developed a couple of changes called Job Structure Profile (JSP). JSP included item content style and new items to increase the discriminatory of the decision making dimension. This method is designed to be used more by job analysts than by job incumbents. Another alternative to the position analysis questionnaire, the Job Element Inventory (JEI), was developed by Cornelius and Hackel in 1978. It is very similar to the traditional PAQ, but is constructed to be easier to read for incumbents, job analysts and applicants.