For several decades now, cognitive ability and personality traits are the two major types of predictors examined in employee selection research. Construct-oriented studies have focused on the structure and taxonomy of cognitive ability (see Chapter 11, this volume) and personality traits (see Chapter 13, this volume), as well as the validity evidence for these two types of constructs. In contrast, selection researchers have paid little attention to other types of individual difference predictors such as those in the domains of values, cognitive styles, and motivational constructs. To the extent that these individual differences are distinct from cognitive ability and personality constructs, and to the extent that they predict work-relevant attitudes, perceptions, and behaviors, there is a need in selection research to direct more attention to these “nontraditional” predictor constructs. The purpose of this chapter is to provide an overview of the major values, cognitive styles, and motivational constructs that are likely relevant in employee selection research. In the following sections, I discuss each of these three construct domains with the objectives to (a) understand the basic conceptualizations of the focal constructs and their potential value in employee selection research and practice, (b) illustrate the variety of constructs and present the theory and research associated with their structure and validity, and (c) discuss the current concerns and emerging issues in the conceptualization and measurement of these constructs. I end the chapter with a discussion on practical considerations of the use of these constructs in employee selection and a proposed strategic agenda for future research directions.