This long chapter covers three very well-known ways of selection. The first is the interview, which is used almost universally as well as expected by candidates. The chapter looks at different types of interviews, especially the difference between structured and unstructured interviews. It also considers problems of impression management as well as the role of the personality of interviewers. Developments in automated/digital interviews is reviewed. The second section considers the very big topic of personality tests and focuses on bright- and dark-side tests as well as attempts to measure ‘high-flyers’. It also looks at the measurement of integrity, motivation and strengths. Whilst there have been many developments in how tests are delivered (i.e. through mobile phones), there has been much less progress in theory development. One aim is to help the reader make better decisions on the choice of the thousands of tests available. Thirdly, the literature on projective techniques is reviewed, including the famous Thematic Apperception test, and sentence completion. Whilst the appeal of these tests is great, the evidence for their validity is weak.