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Centre for Evidence-Based Management

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Centre for Evidence-Based Management

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Centre for Evidence-Based Management
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The Center for Evidence-Based Management (CEBMa) is the leading authority on evidence-based practice in the field of management and leadership. It is an independent, non-profit foundation that provides education and support to managers, leaders, consultants, teachers and others who want to enhance their understanding of how an evidence based approach helps people in organisations make better decisions.

Summary

This report presents an overview of findings from a rapid evidence review of the scientific research literature on the impact of practices that employers use to recruit and select young people from marginalised backgrounds.

Insights from 27 scientific publications and eight papers published between 2000 and 2019 are included, in response to the following research questions:

  • What is meant by a marginalised background?
  • What practices used to recruit and select young people from marginalised backgrounds are most widely studied/evaluated?
  • What is known about the effectiveness and impact of these practices?
  • How can bias in the selection of young people from marginalised backgrounds be minimised?

Contents

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  1. Background
  2. What is a rapid evidence assessment?
  3. What does the review answer?
  4. Search strategy
  5. Selection process
  6. Data extraction
  7. Critical appraisal
  8. Main findings
  9. Conclusion
  10. Limitations
  11. References
  12. Appendix 1 – Search terms and queries
  13. Appendix 2 – Study selection process
  14. Appendix 3 – Scientific publications

Key findings

Recruitment practices

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Suggested effective strategies:

  • Using local, informal networks
  • Reaching out directly to disadvantaged young people
  • Using targeted marketing techniques

Selection practices

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Using unbiased, valid and reliable selection methods substantially increases the likelihood of fair representation and employment outcomes for young people from marginalised backgrounds.

In particular, the use of:

  • GMA tests
  • work sample tests
  • structured interviews
  • scoring anchors
  • situational judgment tests

These selection methods are particularly effective when organisations are committed to hiring young people who could be negatively affected by bias.

Study limitations

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  • Some relevant studies may have been missed due to ‘rapid’ nature of this review and exclusion criteria (see report for full details).
  • Critical appraisal of the studies included did not incorporate a comprehensive review of the psychometric properties of tests, scales and questionnaires.
  • While there is a broad evidence base for general population, there is a lack of studies focused specifically on disadvantaged young people.

Findings should therefore be presented as indicative and not be taken as conclusive.

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