Advancing selection in an SME: Is best practice methodology applicable?

Abstract

Effective selection tools are important for identifying high caliber employees in SMEs, yet few SMEs use tools created using 'best practice' methodology. Selection literature tends to focus on large organizations and is conceptual rather than empirical; which may make it difficult for SMEs to use a best practice approach. This article addresses this by providing an empirical account of the design and validation of two selection tools in a medium-sized recruitment consultancy using a best practice selection methodology. Two work sample tests were developed using critical incident technique interviews, and validated using a concurrent design with existing recruitment consultants who were 'high' or 'low' performers according to sales output. Results indicated that the tools significantly differentiated between high and low performers, and there was a significant correlation between test performance and individual sales output. Findings are discussed in relation to implications for research and practice in SMEs and selection.

Evaluations of situational judgement tests to assess non‐academic attributes in selection

“… 28 found a validity coefficient of r = 0.22 with supervisory ratings of performance in the military. Other researchers have used objective criterion measures in, for example, sales performance, 10 in which significant correlations were obtained between performance on an SJT and sales performance ranking ( r = 0.63). In medicine, an SJT piloted in selection for postgraduate training showed substantial criterion‐related validity with a correlation of r = 0.52 between applicant scores on the SJT and subsequent performance ratings in a multiple‐mini interview 15 …”

“…Researchers suggest that SJTs are relatively easy to administer and score 5 and have been shown to be cost‐effective measures of job performance in a range of different organisations 8,10 . Indeed, an important advantage of SJTs is that they can be delivered to applicants in large‐group sessions, thus diminishing the costs associated with test administration 5 .…”

“…SJTs are an established method of selection for use in contexts of high‐volume selection in many occupational groups 5 and research shows that they can be used reliably to select for a range of non‐academic or professional attributes 10,11 . Although other selection methods, such as panel interviews or personality questionnaires, 12 may also be used to select for these attributes, SJTs may offer significant advantages over these methods.…”

How Partner Characteristics Can Affect Performance of Alliances with Different Time Frames?

“…How we could prioritize the importance of varied partner characteristics for different time frame of alliances? Many recent researches posit that strategic alliances' outcome depends on partner characteristics, but limited studies specifically examine the role of various partner characteristics on alliance outcome (Nielsen, 2003;Wyatt, Pathak & Zibarras, 2010;Arranz, Arroyabe, & de Arroyabe, 2016). So, when we talk at the level of international business, the most significant outcome of international strategic alliance manifested in the performance of alliance, namely, export performance of alliance.…”

Development of competency models for assessors and simulators in high-stakes selection processes

“…These have been shown to exhibit high criterion-related validities (Wyatt et al 2010) and are popular in medical education and assessment, since simulations can be used to assess the competence of doctors, whilst providing a real-world context to understand complex patient care needs (Austin et al 2006 Given the paucity of research in this area, the present study identifies the core competencies and behaviors required for both assessor and simulator roles, in the context of the UK GP selection process.…”