In the end, any systematic attempt to evoke a certain behavioural response represents a test. A single question in an interview can thus be considered a test. A role exercise or a graphological trial – to name good and less good methods – are tests. Good or meaningful tests in management diagnostics are procedures that allow a valid rating on the basis of the outcome, by ensuring an objective, reliable, and valid (cf. quality criteria) observation, rating, and prognosis. The definitions of the TBS-TK (test rating system of the Test Process Advisory Council of the German Psychologists Federation defines “test” as follows: In psychology and among members of the public who are not psychologists, tests have a very broad meaning: the term is used for virtually all psychologically diagnostic procedures. In the stricter sense, a psychological test refers to a specific sub-group of such psychologically diagnostic means, but the term “test” can serve as an umbrella term: there are thus intelligence and general performance tests, especially personality inventories, objective personality tests, and projective procedures, as well as standardized interviews and other survey methods for workplace diagnostics” (cf. TBS-TK Testbeurteilungssystem desTestkuratoriums der Föderation Deutscher Psychologenvereinigungen, Stand und Perspektiven, Version of 28.9.06).