Question

Discuss both reliability and validity in conjunction with employee selection. Why are both factors critical when considering which selection tools/criterion/predictors to employ in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current selection process pertaining to one or more positions, including your current position.

Answer 1

I am answering each question one by one.

1. Discuss both reliability and validity in conjunction with employee selection.

Ans -

Validity test for employee selection - It means the functional and certification testing of a candidate. There are 3 types of validity test like - i> content validity, ii> criterion validity and iii> construct validity.

I> Content validity - It means the knowledge testing for which post the candidate has applied.

II> Criterion validity - It means the job performance testing using his/her work, productivity and attendance.

III> Construct validity - It means the candidate's behavior and personality testing.

Reliability test for employee selection - It is for checking employee's consistency in performance. One employee attempts a test today and he/she is attempting the test for six months continuously. If he/she get same results in each test then he/she is reliable.

2.  Why are both factors critical when considering which selection tools/criterion/predictors to employ in making hiring decisions?

Ans. - Validity and reliability are the main two criteria for selecting a good employee for the company/organization,

Reliability test is most important as the management team is checking employee's performance every day in six months. If the employee gives more productivity to their satisfaction and passed all tests then he/she get an offer letter for a permanent position.

Validity test is for checking for employee's basic knowledge, initial thinking, accuracy etc. This is very much needed for assuming that he/she can be a good employee for an organization.

So except these two things, no one can measure one employee for a particular position.

3. critically evaluate both the reliability and the validity of your firm’s current selection process pertaining to one or more positions, including your current position.

Ans. - I> Selection process for a designer at our firm - First of all he/she has to design one page/screen for primary selection. this is validity testing.

After that, he/she has to design many pages/screens with fewer revisions. If his/her design is chosen with no revisions and the management team/project manager is happy with his/her performance for six months then our firm confirms him/her as a permanent employee.

II> Selection process for my current position at our firm - Validity and reliability testing for my position is very tuff. As I am Bussiness Development Manager at my firm. My validity test is done by writing one proposal only.

And as I work in sales so no one can bring the same number of projects in every month. So for my position only if I bring good projects in two/three months after getting job offer then I shall be considered as a permanent employee. But the management team will give pressure regularly for bringing projects in each month.