Psychological tests play a very big role in choosing the right candidate for the job in the 21st century. They are very useful because they provide more detailed information about the candidate's learning abilities and analytical skills that are not sufficiently emphasized in the interviews. This final paper will present the types of psychological tests, what they look like, how they are filled in, what they are intended for and finally what the possible results are and what they are for. Why do companies use psychological tests? The main and basic purpose of psychological tests is to make better, higher quality and more correct decisions, with much more information, when selecting candidates for employment. In addition to selection, psychological tests are widely used in companies. Some of them are used to monitor the progress of existing employees, resulting in impaired motivation, proactivity and competence of employees in their workplaces, and can also result in the promotion or demotion of existing employees. During the preparation and processing of the topics of the final work "Psychological tests in employee selection", secondary research methods such as books, professional articles and online sources were used. The paper also uses secondary data, ie data that have already been researched in some of the above forms. In more detail, the following methods are used in the preparation of the paper: method, inductive method, analysis method, classification method, compilation method and comparative method. All the enclosed information, research and findings confirm the hypothesis of the work, which is that psychological tests enable the effectiveness and better selection of employees.