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The article examines the use of tests in industrial interviews. The article provides an explanation on the distinction between tests and questionnaires, which is quite useful. If a person was asked in an interests questionnaire, whether he would prefer to write a novel, to do research into chemistry, or to lecture on mathematics, there is nothing right or wrong in preferring one activity to another. If, however, in a test of numerical ability a person was asked to subtract 76 from 135, 59 would be the right answer, and all other answers are wrong. The article distinguishes between two types of tests, namely, attainment or achievement tests on the one hand, and ability or aptitude tests on the other. An attainment test provides an indication of whether a person has acquired skills or knowledge in a particular field. The test may be a practical test, such as a typing proficiency test, or a pencil and paper test, such as a test of electrical knowledge or tool knowledge. An aptitude test provides an indication of the general ability of a person to be trained for, or carry out work in a particular field.