DQ: In general, discuss both the reliability and validity as they relate to recruitment and selection practices
HRM 635 Topic 2 DQ 2
DQ: 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.
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I like your comments here. As I mentioned regarding a long drawn out process when it comes to selection, it can be both good or bad and it depends on many factors. However, sometimes a long process can mean that the process itself is not working well. It is possible to send the wrong signal to potential candidates. Knowing this there are things that the recruiting team can do to prevent this misconception.
What are some specific things you would implement to prevent candidates from making the wrong assumption that the process is broken? Does this negative perception hurt the company and its ability to attract other candidates?
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Thank you, for bringing out the risks of a delayed recruitment process, which is a serious problem. For me, the risks of a delayed recruitment process include a negative impact on business productivity, revenue existing employees’ engagement and company reputation. When business success depends on building teams of skilled and highly talented professionals, companies need to act fast
DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
to secure finding and hiring the ideal job candidates, or they risk losing them to the competition. Slow hiring practices, which result in lengthy delays to the recruitment process, can bring a series of negative consequences for the company. Moreover, job vacancies left for prolonged periods, can place an excess and unwelcome strain on existing teams, because of increased workloads, knowledge gaps, and skill shortfalls. At the same time, company revenue suffers, when vacant roles lead to reduced sales, ineffective customer service experiences, and poor performance through lack of project of project or team management. And also, there is that tendency of missing out on top candidates, which is a result of the common risk of a delayed recruitment process. In addition, unfilled positions can cause workforce’s to feel overworked with less resources, resulting in decreased motivation, lower morale and a potential increase in staff turnover. Thank you, Lis, and God bless you.
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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.
Thanks for your thoughts! Hiring and selection are major elements to a company’s success. Getting the right people “on the bus” can position an organization to dominate its competitors. Candidates are looking for many things, not just higher pay.
What are some of the most important things companies should consider when putting together a recruiting strategy that attracts the best people when the competition for talent is tough?