The paper analyzes influence of different forms of test interpretation on the decision-making among HR specialists. The empirical results did not confirm most of the “simple” hypotheses initially formulated by the authors, and some more complicated patterns were derived. The main factors influencing perception and use of test results were as follows: the conditions and circumstances of the decision making process, the value of test results for the decision making, and the individual differences between HR specialists who analyzed test results. On the basis of acquired empirical results some new experimental hypotheses and ideas of prospective studies were formulated.