Since long time ago it has become clear to employers that people represent one of the key resources of their companies. Without high-quality human resources and also reliable and good people management, hardly any company would succeed in their business. It is therefore very important to choose people carefuly, i.e. choose people who are the best and who will contribute to the work of the company. That includes implementation of a high-quality selection of employees. The selection of employees is actually a process of selecting the best among all registered for a specific work position. Given that it can be implemented in different ways and with different processes of assessment, quality, competence and skills of applicants, it is necessary to choose the best method of selection. As the most common method of selection are interviews, physical ability test, personality test, method of business simulation, psychological tests and so on. Each method has its advantages and disadvantages compared to the other, which is why most often comes to combining several of them. This written work will show psychological tests as a method of selection of employees, advantages and disadvantages of methods, possible forms and other relevant characteristics. Psychological tests, whether they occur in the form of complex tasks, issues, appliances or instruments are trying to show employees attributes of candidates, their psychomotor and their mental, intellectual set. The aim is to highlight the importance of these tests as one of the main parts of the procedure of employees selection.