Individual performance includes the individual's needs, values, attitudes and interests. They are different in different people and they are developing and directing with the growth and development of a person. The human factor is a reflection of every successful and sustainable organization, so organizations must attract high-quality and capable people to be able to choose the bestones. The goal of each employer is to make this process as quality better as it depends on it a number of future activities and aspects of business and the achievement of long-term benefits. Due to the great influence of psychological variables on individual performance of an individual, the involvement of a psychologist is important in the selection process itself. The most important and most advanced selection tools are psychological tests. Through tests, the knowledge, skills and abilities of respondents are examined and their future performance, actions and responses in business conditions and circumstances based on the results obtained in the test are predicted. This research is reflected in the definition of the importance and purpose of the application of psychological tests in the process of professional selection. In the theoretical part of the work for better understanding, theoretical aspects of selection, psychological tests and individual characteristics are first exposed. In the empirical part of the work, using a formulated questionnaire survey conducted on a sample of 107 randomly selected subjects, the relationship between psychological testing and individual performance was investigated. This empirical research points to the individual's individual performance, as individual considers them important as a factor of professional development and orientation, and whether they use their own goals and contribute to the organization's business.