Many organizations use some descriptive testing in developing and recruiting employees at all levels. This is common for people applying for top management positions, as a mistake in recruiting will cause a significant impact in any organization. Selection and recruitment tests help a company make an informed choice among candidates based on their strengths or weaknesses. Throughout their careers, career counseling candidates test their work values, interest and preparation in their new position. Some of the considerations made involve customer interest, as measured by a high interest inventory and the use of carrier development inventories (Zunker, 2001). Experience has shown that the main obstacles to improving organizational practices are not technical rather than planning in nature. This is associated with changing the perception of management, overcoming people resistant to change and implementing practical processes and management controls. The intelligence test focuses on the candidate's problem solving ability and sanity. Intelligence quotient is used, although it varies between individuals. Intelligence manifests itself throughout life and includes the ability to reason logically, acquire and apply knowledge, good judgment, pay attention, use of initiations and attention, and the ability to cope with and use unfamiliar situations (Cohen & Swerdlik, 2010) . For candidates who have speech difficulties, nonverbal assessment of ability or intelligence is used (Zunker, 2001). The definition of intelligence is not defined but includes the ability and ability to acquire and apply, show good judgment, be intuitive, and be able to cope with different situations and circumstances. (Carrol, 2012). The factorial... at the center of the paper... and human resources departments to make the right choices to achieve the organization's goals. The employer gets the best fit between job and employee. References Cohen, R. J., & Swerdlik, M. E. (2010). Psychological testing and evaluation: An introduction to testing and measurement (7th ed.). New York, NY: McGraw-Hill. Carroll, J. B. (2012). The three-layer theory of cognitive abilities: Contemporary intellectual assessment. New York: The Guilford Press. Matthews, G., Deary, I. J., & Whiteman, M. C. (2003). Personality traits. London: Cambridge University Press.Worcester Polytechnic Institute (n.d.), Performance Appraisal Process. Network. April 10, 2012. Retrieved from: http://www.wpi.edu/Admin/HR/performance-appraisal.html.Zunker, V. G. (2001). Career counseling: Applied life planning concepts. (6th ed.). Pacific Grove, CA: Brooks/Cole.