Today's psychological tests are designed to describe and measure human behaviors according to specific interpretations and dimensions. It is essential for selecting candidates because it provides detailed information about them, their abilities, and skills not expressed during the interview. This paper will present the types of tests, their purpose, appearance, way of solving them, and the possible test results. Organizations use psychological tests to assess individuals' abilities and speed of learning job tasks for a particular job. The purpose of psychological tests is to make a high-quality, correct, and favorable decision, with the possession of a large amount of information, when selecting a candidate. Psychological tests allow the company an easily see the competence of candidates, reduce the risk of hiring candidates who could potentially cause problems within the organization. Also, psychological tests are used to monitor the progress of existing employees, which leads to increased productivity, motivation, and insight into their competence. Secondary research methods such as books, professional literature, and internet sources were used when working on the topic of the final paper "Psychological tests in the selection of employees". Secondary data were also used, i.e. data that someone has already researched and published in the specified forms. The following methods were also used: analysis method, classification method, inductive method, comparative method, and compilation method. The hypothesis of the work, that psychological tests enable a more effective and better selection of employees, is confirmed by all the attached information, knowledge, and research.