The use of psychological tests in organizacional field e, more specifically, in staff election, is relatively recent. However, it does not have to be one isolated technique, but yes a set of diverse techniques used in the psychological evaluation, of way that, the results gotten in the tests can be lined up interpreted next to other information gotten on subject to the end to guarantee fidedignidade to them in the process (BENUCCI, 2003). It is known that during much time the practical one of the use of psychological tests in staff election suffered to drastic consequncias how much to the descredibilidade and disuse from the instrument, way that, until the present, the use of psychological tests still is questioned by some authors and professionals of proper Psychology how much the veracity, validity and fidedignidade of its results. However, for Pasquali (1992), these questionings and doubts will remain, however the overcoming of these investigations must be searched that have origin in distinct areas of study to recognize and to value the practical professional. Schmidt and Hunter (1998) reveal favorable the use of tests in staff election, currently, because she makes possible to value characteristic aspects, as abilities and personal abilities of each candidate, in order to facilitate in the definition and characterization of the professional to the point to diagnosis if this it possesss good adaptation the distinct contexts, if it is motivated, dynamic, if it faces the obstacles as an overcoming form or if it gives up when it finds some difficulty, therefore the organizations believe that its new collaborator must possess personal abilities that are compatible and essential to the development of the business. Soon, the companies search for professionals who are lined up to the profile of the established abilities it position to be filled. In accordance with, Passarelli (2004) cited by Pear tree and cols.l (2003), the psychological evaluation with the use of tests can bring resulted satisfactory as well as inexact.