In addition to focusing on person-job fit, there are some other practical issues that small employers need to consider when developing their selection and recruitment strategies. As indicated in the literature review, small employers often have a very difficult time structuring their recruitment and selection plans. One of the primary problems seen in small business selection is the over reliance on strategies that have limited validity, such as the informal interviews. Job interviews represent one of the most common, and least expensive, methods of employee selection and evidence suggests that interviews can be structured in a way that improves the validity and reliability of selection decisions (Noe et al, 2009). However, an informal interview (where each applicant is asked different questions) makes it impossible to compare applicants based solely on their person organization and person-job fit.