HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices
HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices
HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices
In past job search experience, every institution uses their designed job application system for example career search website platform or the same institution website. Also, every job position posted had a job description and specific qualifications for what the institution is needing to find. This helps narrow down qualifying applicants.
Reliability and validity both relate to recruitment and selection of practice. Deesler (2017) states that reliability is the selection tool’s first requirement and refers to its consistency and validity tells you whether the test is measuring what you think it’s supposed to be measuring. Both factors are important when considering a job position since the testing scores completed during the job application and recruitment process will show the best candidate for the position. The VA employee recruitment and selection process are extremely extensive. The first process is to complete the online application. If your resume matches the job position and description, then your application moves to the second phase of the interview. If selected, then you are moved to the criminal background process which can take up to 6 months. This process is extremely long for future candidates to wait to start a job position.
Dessler, G. (2017). Human Resource Management. (5th ed.) Pearson. https://bibliu.com/app/#/view/books/9780134237268/epub/OPS/xhtml/fileP7000499205000000000000000013D02.html#page_320
Organizations always look forward to recruiting the best employees available. Doing so ensures that employees can perform everyday roles as expected and the organization’s productivity stays at optimal levels. As a result, human resource managers and other recruiting personnel usually reject many applicants during the selection process. Poor performance during an interview is a common rejection consideration. Reliability and validity are critical for the selection process to get the right employees.
Reliability measures the consistency of the selection process. As Stewart and Brown (2019) put it, reliability in employee selection implies that methods, tests, and results do not differ with time, place, and the subjects. In this case, applicants being tested on their ability to perform a certain role should be assessed using one method. Reliability is usually measured through selection scores and on-the-job performance ratings (Amos et al., 2021). On the other hand, validity represents the extent to which a selection method measures what it is intended to measure (Azmi, 2019). For instance, a method testing a nurse’s ability to use electronic health records can test them practically. Reliability and validity are critical when considering the method to use in making hiring decisions since an applicant’s score should be directly proportional to their performance ability.
Organizations use different methods to select potential employees. My firm primarily relies on interviews during the selection process. Regarding reliability, it is possible to use interviews consistently without issues related to time, place, or subjects. Many potential employees can be interviewed orally and get consistent results. Interviews can also include a section where employees demonstrate their ability to perform a task practically. Such sections improve the validity of scores and ensure that interviews measure what they are designed to test accurately and consistently.
References
Amos, A. J., Lee, K., Sen Gupta, T., & Malau-Aduli, B. S. (2021). Systematic review of specialist selection methods with implications for diversity in the medical workforce. BMC medical education, 21(1), 448. https://doi.org/10.1186/s12909-021-02685-w
Azmi, F. T. (2019). Strategic human resource management: text and cases. Cambridge University Press.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
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Assume that you were rejected for a position you applied to, based on their selection methods used. In general, discuss both the reliability and validity as they relate to recruitment and selection practices. Why are both factors critical when considering which selection method to use in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current recruitment and selection process.
Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking’s impact on the staffing process, the selection method is the most common and effective tools and techniques employers use to screen and evaluate potential job candidates.
Structuring your interview process ensures that everyone is treated fairly and asked the same pre-determined questions. Doll (2017) highlighted the importance of utilizing structured interview formats and questions for they are more likely to be higher in reliability and validity, which assist in predicting better job performance, while decreasing turnover and legal risks. Doing so allows recruiters to compare candidates’ responses and to be more objective, keeping hiring biases to a minimum. A structured interview process is especially helpful when you have several qualified candidates for the same role. With that being said, interviewers might evaluate candidates. Organizations must also have a very clear description of the positions they are hiring for, in order to know what candidates, they will be hunting for, during the hiring process (Dessler, 2013). These tests consist of simulations and exercises designed to evaluate how an individual would perform in real on-the-job scenarios. They are usually given in a stipulated amount of time and typically last for one day. Therefore, the organizations, uses reliability and validity selection method in recruiting and making hiring decisions.
Whenever we assess reliability, the main questions that we repeatedly ask ourselves are, “Do the results today resemble the ones from yesterday? Will it remain the same tomorrow? What about next week? A year from now?” A reliable test should provide results that are similar no matter when it is taken. Although minor differences can be expected if taken at different points in time, these discrepancies can be calculated statistically using Cronbach’s alpha, also known as the coefficient alpha. In scientific standards, an alpha of 0.7 and above is considered acceptable for most psychological measures. A test is considered ‘good’ if it meets the three criteria of being reliable, valid, and fair. In other words, the results of our hiring assessments should be consistent, should measure what it claims to measure, and provide equal opportunity to all test takers.
This approach helps recruiters and hiring managers to make fully informed hiring decisions. Also, it provides candidates with a clearer picture of the realities of the job they’re applying for. On the other hand, one shortcoming is that these tests need to be evaluated by trained people and can be costly to administer and rate. That is why assessment centers are most cost-effective for large-scale recruitment efforts. So, the more valid a tool, the fewer mistakes it makes when making that distinction. And the more valid a tool, the better it is at identifying who would succeed on the job. It is always in the best interest of an employer to ensure a reliable and valid selection process. This affords three benefits: (1) it assures the employer that those selected are more likely to perform well on the job, than those not selected. (2) It allows for a legally defensible process; and (3) it is fair to applicants.
We do not hire candidates, as every-other organizations do, but our sisters are selected from our Order, and posted to our Development Ministry. We do not have control over whom they Order sent to us. Meanwhile, we have volunteers from other nationalities working with us, especially, on areas we need help. All the same, experience and this course has taught me that it would be great for those sisters to be interviewed or to follow the method of reliability and validity process, in selection and recruiting, even though we are all from the same Order.
References:
Dessler, G. 2016. Human Resource Management, 15/e (15th ed.). Pearson Education.
Doll, J. L. (2017). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520
Recruitment, http://wehner.tamu.edu/mgmt.www/w-Boswell/Overheads2.ppt
There are many aspects, policies, procedures, and validations that occur when an organization’s human resource (HR) department is hiring potential candidates for active positions. The human resource management (HRM) team follows many rules, regulations, and selection methods such as, reliability and validity within the hiring process to find the most qualified candidate. According to Dessler (2017) there are recruitment steps and selection processes that go into effect when hiring consisting of employment planning and forecasting, recruiting of candidates, candidates completing application forms, HR tools used to wean candidates from the interview process, and managers to make final interviewing candidate choices before employee hire is achieved. When assuming that I was rejected from a potential position at my organization after interviewing with the human resource department, there are many reasons that could have led to the rejection of the hiring process relating to reliability and validity. Reliability is a quantitative approach used within the recruitment process referring to consistency within the interview on two different occasions. It is essential for employers to verify the original source of which the information is obtained from to help make comparisons within context and forms of the process. Validity is qualitative research that measures the effectiveness and appropriateness of processes, tools, and data within the interview approach. Qualitative research regarding the individual’s wellbeing will be concluded with varying validity within the interviewing selection process (Leung, 2015).
When interviewing candidates’, validity and reliability are used separately and together within the interview and selection process. For instance, within my organizations recruitment process, the HR department searches out candidates that have strong knowledge of understanding universal policies and procedures. This is validated through the interview questions that are being asked to the candidate such as, does the nurse have the educational book knowledge to take care of the type of patient that they are interviewing for such as, medical surgical patient, labor, delivery, postpartum patient, and/or the fast-paced emergency room department. By validating and comparing the candidate’s knowledge with the expected book knowledge it will help validate how reliable and competent the nurse is within the designated area that they are hiring for. Our organization is more than willing to train nurses if they do not have the essential knowledge needed for the position of hire. However, when there is more than one candidate if the other candidate validates to show they are more qualified for the position, it is more cost efficient to hire the candidate that shows increased validity and reliability within the budget, time, and efficiency performance for the benefits of the organization. Hiring internal candidates within the organization has many advantages and effective values and insight on the candidate’s performance of reliability outcomes in finding the perfect candidate (Dessler, 2017).
References
Dessler, G. (2017). Human resource management (15th ed.). Pearson.
Leung L. (2015). Validity, reliability, and generalizability in qualitative research. Journal of Family Medicine and Primary Care, 4(3), 324–327. https://doi.org/10.4103/2249-4863.161306
I simply agree with you that hiring internal candidates within the organization, has many advantages and effective values and insight on the candidate’s performance of reliability outcomes in finding the perfect candidate (Dessler, 2017). Why? Sometimes, the best candidates could be right under your nose. It can make economic sense to fill roles internally, as it cuts the costs and time associated with advertising for external candidates. And also, an existing staff member will be familiar with your organization’s processes, values, and mission. So, there are chances that they would get up to speed in a new roll, more quickly than an outsider would. Another potential benefit is that promoting and training up your own people, can boost their morale and productivity. Therefore, recruiting from within can also protect important knowledge that would be lost when people leave your team or organization.
Secondly, some managers use only an interview to evaluate potential candidates, but is it the best method? You remember in his 2015 book, Work Rules! Senior Google executive Laszlo Bock says, “Most interviews are a waste of time,” as interviewers can spend most of their time trying to confirm the impression, they formed of applicants in the first 10 seconds of meeting them. What is all these saying to us future leaders? Recruitment relies on your decision-making abilities, which means that you must avoid unconscious bias. You may unwittingly discriminate against certain candidates in favor of people who share your background, social class, ethnicity, age, or gender. So, accepting candidates regardless of any of those characteristics, means that you have a larger pool of talent to draw from, improving your chances of recruiting the best person for the job. Thank you, Diana, God bless you.
When an organization is recruiting and making new hire selections, it’s important to form a reliable and valid process of uniformity. “Structured interviews are generally best. In such interviews, all interviewers generally ask all applicants the same questions. Partly because of this, these interviews tend to be more consistent, reliable, and valid” (Dressler, 2017). Although following a structured set of questions ensures everyone is given the same chance to connect with the hiring manager during an interview, the hiring manager should always leave room for the person who’s being interviewed to ask questions about the role, the organization and anything else they would like to know at the end of the interview. Having a plan to recruit, such as using an online job board, hiring event or looking internally can get different results. If your organization is not getting the results that they want, switching tactics might provide the desired outcome. I’ve been interviewed for several roles in my adult life and found some of the questions I’ve been asked in an interview strange, but now that I’m a hiring manager they make sense to me and understand why they were asking me those questions. I’m really happy that I wasn’t a good fit for some of the roles I’ve applied for in the past, knowing what I know about my strengths and weaknesses and how I work best.
In my organization, we follow a three-part process in hiring:
Recruitment on LinkedIn, Indeed and our career page on our website
Phone screen of all applicants (set of questions that everyone is asked)
Hiring manager interviews over video the applicants that pass the phone screen
Applicants are interviewed over video with a 3 person panel interview which consists of the program coordinator, hiring manager and director
The process is streamlined and works very well when followed. Sometimes the questions that we ask each person, which are there as a guideline, are not asked of every single candidate because it’s obvious in their answers to other questions so we don’t feel the need to ask some questions. We have made a change where we require candidates to present a 3-5 minute PPT on a subject they are most passionate about, so we can see how they present virtually, their time management skills and engagement/voice pitch and tech skills which are all very important for the role they are applying for.
References
Dressler, G. (2017). Human Resource Management (15th ed.). Pearson.
Human Resource has multitude of functions when hiring new employees. The Human Resource functions include, recruiting, selection, attracting a diverse and multigenerational workforce, hiring development, workforce planning, compensation management, performance management, benefits management, employee relations, worker safety and health, and labor law compliance. Two of most essential functions in recruitment and selection practices in human resources is reliability and validity. Reliability refers to the ability to be dependent on or relied on. Reliability refers to consistency and it can be measured in diverse ways. Reliability is comparing two measures that assess the same thing. Reliability in recruitment is the extent to which the selection process predicts future success in the job. If predictive reliability can be increased, then the recruitment mistakes can be minimized which can be very costly to any organization and places new employees in distress.
Validity is also an especially important function in Human Resources when hiring new employees. Validity relates with what a test measures and how well it has been measured. Human Resources usually includes three types of validity that includes construct, content and criterion related. The selection process must lead to valid and reliable results regardless of the selection process. Validity is important in the Human Resource process because it is the degree to which a measure accurately predicts job performance. Validity is a measure of effectiveness of a particular approach such as a selection process that is valid and it helps increase the chances of hiring the correct person for the job. Validity refers to the correlation between a candidate’s assessment or interview scores and a given business metric. There must be a positive correlation between the candidate’s test scores and their job performance. Overall, reliability and validity are two especially important components in an interview process. They both measure the chosen method for selection and consistent results that measure the characteristics that the organizations are looking for.
References
Dessler, G. (2016). Human resource management, 15/e (15th ed.). Pearson Education.
The Blueprint. (2021). A Guide to the Functions of Human Resource Management. https://www.fool.com/the-blueprint/functions-of-human-resource-management/#:~:text=Human%20resource%20management%20encompasses%20eight%20key%20functions.%20Recruiting,beyond%20attending%20job%20fairs%20and%20going%20through%20resumes.