Reliability and Validity in Employee Selection
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Reliability and Validity in Employee Selection
The performance and efficiency of a company and customer satisfaction are dependent on the employees of the company. It is the desire for every company to select the best and most suitable candidates for staff recruitment. Employee selection is an essential procedural step in recruiting and promoting staff. This paper describes validity and reliability metrics used to measure the competency of potential employees.
Reliability and validity are the two main characteristics that employers seek for their staff. Reliability entails that the selection assessment methods provide consistent results (Gawke, Gorgievski, and Bakker 2019). The most qualified employee should produce similar or better results in the future under similar conditions. On the other hand, validity testing measures the degree of effectiveness of a given selection method (Shirali, Shekari, and Angali 2018). Validity tests analyze the extent to which an employee performs as per the predicted results of the testing.
Both factors of employee selection under study are critical in considering the selection criteria for staff recruitment. The application of both concepts in employee selection ensures that the selected staff perform and deliver tasks better than those not selected (Mohajan 2017). Besides better staff performance, both factors provide a free and fair selection process to all participants. Adopting a reliable and valid process prevents racial, gender, and ethnic discrimination of applicants.
Reliability and Validity in Employee Selection
In conclusion, selection tools need to provide valid and reliable tests to select the best candidates. In my firm, the employer structures interview questions to reflect the specific job accurately; this improves employees’ reliability prediction. To avoid bias and enrolment error, my firm adopts consistent questions for all questionnaires and interview questions to all applicants.
Reference
Gawke, J. C., Gorgievski, M. J., & Bakker, A. B. (2019). Measuring intrapreneurship at the individual level: Development and validation of the Employee Intrapreneurship Scale (EIS). European Management Journal, 37(6), 806-817.
Mohajan, H. K. (2017). Two criteria for good measurements in research: Validity and reliability. Annals of Spirou Haret University. Economic Series, 17(4), 59-82.
Shirali, G., Shekari, M., & Angali, K. A. (2018). Assessing reliability and validity of an instrument for measuring resilience safety culture in sociotechnical systems. Safety and health at work, 9(3), 296-307.
Reliability and Validity in Employee Selection
Question
Discuss both reliability and validity in conjunction with employee selection. Why are both factors critical when considering which selection tools/criteria/predictors to employ in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current selection process.