Od prvih upotreba, psihološki testovi koristili su se kao predložak poslodavcima da otkriju vještine i sposobnosti kandidata koji se prijavljuju za slobodna radna mjesta. Od testova inteligencije, preko testova osobnosti pa sve do testova kondicije ili izdržljivosti takvi su testovi pomagali poslodavcima da naprave selekciju među potencijalnim zaposlenicima. Ovaj rad koji se temelji na istraživanju stavova poslodavaca i kandidata za posao govori o stajalištima istih upravo prema psihotestiranju. Ishodišne točke rada leže u dvije hipoteze koje će kroz rad biti dokazane, a koje govore o tome koliko su psihološki testovi važni poslodavcima i kakvo mišljenje o njima imaju kandidati za posao. Na uzorku od 50 poslodavaca i 100 kandidata, odnosno, posloprimaca otkriva se da poslodavci smatraju da psihološka testiranja jesu korisna za oblikovanje radnih mjesta, a to misle i posloprimci koji su bili podvrgnuti psihotestiranju.

Since they have started to emerge, psychological tests were used as a template for employers to discover the skills and abilities of candidates applying for free work spots.Troughout intelligence tests, personality tests over up to tests of shape and endurance they had helped employers to make a selection among potential employees. This work is based on a public opinion survey of employers and job candidates in which they talk about their views about psychological testing. Origins of the work lie in two hypotheses that through the work of investigating and speaking about how psychological tests are important to employers and the opinion about importances of psychological testing from candidates for the job. In a sample of 50 employers and 100 potential employees this work reveals that employers believe that psychological tests are useful for creating jobs and organisational structure, and that employees think pretty much the same if they have undergone this tests.