Since the sixties and especially in recent years, research on family businesses has reached a level of development that can be seen in the large increase of published works, opening the way as a field of study in Business Management (Molina Sondoval, 2014). In this sense, in numerous studies in this problematic field of Business Administration, it has been considered that between 65 and 70% of family businesses do not resist generational change. This is due to numerous factors, but the most important are: resistance to change and low or null formalization of processes, accompanied by a strongly personalistic and arbitrary style of leadership, management and direction with equivocal and informal communication channels, agency problems, succession problems, adverse selection and personnel selection problems, among others, make up the multicausality and complexity of the problem to be investigated. This book will investigate problems related to personnel selection and the ethical application of family business protocol in generational succession processes.