Employee selection is a rigorous process. It is a process that makes use of different techniques, including interviewing and non-interviewing methods. Employee selection techniques have been considered as individual as the employers who use them. This means that different employers prefer using different selection techniques as they deem fit. Few employers will employ only one specific criterion when assessing the prospective employees because this creates the possibility of narrowness and rigidity that limits and potentials exclude qualified candidates. It is always advisable that employers should make use of multiple employee selection techniques because this will broaden the assessment criteria, ultimately choosing the most qualified applicants. Employee selection methods can be broadly divided into two categories – interviewing and non-interviewing techniques. Interviewing technique is the most widely used methods. This involves a face-to-face interview between employers with the prospective candidates. For a long time, this has been the most preferred method of selection. However, the second category, selection tests, has become important with the diversification of selection criteria. Tests are must used to assess the personality and situational judgment capability. There are many advantages and disadvantage of using non-interview and interview methods and the method to be used depends on the individual employer. Although interview and non-interview techniques have their own advantages and disadvantages, the strength lies in using a combination of both techniques during employee selection.