A single test cannot be expected to be valid in all situations and for all groups of people. A test is generally developed to measure specific characteristics or to predict specific performance criteria for a particular group. For example, a test with items designed to assess the interests of adults may not be valid for identifying interests of junior secondary school student.It takes a good deal of knowledge and judgment to properly use test tools to make effective decisions regarding vocational counselling, training, and development. Many assessment tools and procedures require specialized training, education, or experience to administer and interpret correctly. These requirements vary widely, depending on the specific instruments being used. Check with the test publisher to determine whether you and your staff meet these requirements. To ensure that test users have the necessary qualifications, some test publishers and distributors require proof of qualifications before they will release certain tests.Generally, the counselling write-up contains a brief description of the client, an overview of the present situation that brought the individual to counselling, a description of the evaluation procedure, observations of the clients’ behavior in counselling, a review of the test scores, client's views, counsellors’ conclusions, recommendations, and a summary. The write-up should describe how test results have been integrated with all other information about the client. Both the counsellors and the clients should recognize that low scores are possible. Low scores should not be given undue weight in the test interpretation session, but they also should not be overlooked or downplayed. If recognized as a possibility before the assessment takes place, low scores can be treated as useful information, not as barriers to discussion.The use of testing in industry should be done with caution because some highly enthusiastic individuals are likely to be fascinated by the interesting ideas which such testing provide. Unscrupulous people, making use of the tests, make exaggerated claims about effectiveness of their testing programmes. Further tests may be administered by incompetent professionals which give wrong results. Therefore, tests should be developed cautiously, within the organisation to take care of its selection needs. It is better to look upon tests as the good adjuncts of interview, application blanks, and such other devices of selection.