DQ 2-2

Response 2

When discussing reliability with employee selection tools you want to make sure that the test reliable.  If someone takes an employment test and scores high in one area that next week when that same person take the employment test again they will still score high in that same area.  Validity is the most important part of the selection of employee testing. It refers to what characteristics the test measures and how well the test measures them. The results of a validity test show the linkage between test performance and job performance. Validity will tell you how good a test is when reliability will tell you how trust worthy it is. You can’t draw valid conclusions if you are not sure if the test is reliable. Even if a test is reliable it may not be valid (Chinn, 2017).

 

Our current selection process is applicants filling out an application and sending in their resume.  They get screened by a recruiter who just makes sure applicants meet the job qualifications and then send to the hiring manager to decide who they want to hire. To me this isn’t always a reliable method for hiring.  While this process works I think that we could do a better job of trying to fit personality and soft skills with reliability and validity testing.  Most managers do a good job at this but there are several times I have seen employees who are struggling in the position because it was not a good fit for them or the company.  Some could be trained if they have a manager with strong skills but not all managers are made the same.

 

Chinn, D. (2017, September 26). The Validity and Reliability of Employment Testing.Retrieved from: https://bizfluent.com/info-8279924-validity-reliability-employment-testing.html