Today, psychological tests are a very important tool in the employee selection process, because they provide the employer with more detailed and reliable information about the candidate's abilities and skills that cannot be seen in interviews. With more complex tests, the employer minimizes the risk of making a bad choice, improves productivity and motivation. Various psychological tests are used to assess different characteristics of employees, such as cognitive, mechanical and other abilities. Tests can be used to select candidates for specific positions and assess their ability to learn new knowledge. Psychological tests provide an objective assessment through a standardized way of assessing candidates, reducing the influence of subjectivity and bias. More suitable candidates are more easily identified, which leads to better business results and a reduction in potential costs. When processing the topic of the final paper "Psychological tests in the selection of employees", secondary research methods such as books, professional literature and Internet sources were used. Secondary data were also used, i.e. data that someone has already researched and published in the specified forms. Analysis methods, classification method, inductive method, comparative method and complication method were used. The hypothesis of the work, that psychological tests enable a better selection of employees, is confirmed by all the attached information, knowledge and research.