DQ 2-2

Response 3

Reliability is the consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test (Dressler, 2017). One way to ensure that an employment test is a reliable measurement is to give the test to your current employees multiple times over a period of time and ensure that their scores are consistent from test to test.  If using an online, packaged test, both there reliability and validity scores should be included in the upfront data.

 

Content validity tests include a fair sample of the tasks and skills actually needed for the job in question. Construct validity demonstrates that a selection procedure measures a construct and that construct is important for successful job performance (Dressler, 2017).  Content tests can be created by first listing the skills or knowledge necessary to successfully do the job, then creating questions to determine the applicants knowledge or ability related to the desired skill set. Criterion validity ensures that scores on the test (predictors) are related to job performance(criterion).  For these questions employers should look at their top performing employees and determine the skills or knowledge that sets them apart.

 

These skills can be measured by quality, speed, accuracy, or ability depending on the job description and the manager's goals.  A truck drive may show parking and maneuvering skills and submit a past driving record.  A cashier may successfully demonstrate a purchase, return, exchange, and coupon exercise.  Technical staff may present certifications and answer job related technical questions.  In order to hire people who will increase the company's success, the company must first define and quantify that success, then create interview or test questions to determine which applicant is best qualified to help them reach success.  Reliability and validity are both important factors in hiring decisions because they ensure that questions are both fair and accurate determinations of the applicant's contribution to the success of the company.

 

I have been interviewed for three positions within my current company and was on the interview panel for another position.  The managers create the interview questions and these vary drastically from manager to manager.  My current manager asks about a dozen questions.  Most of them are technical and related specifically to the job description.  A few deal with organizational and people skills.  Luckily for me, I read all of the technical design manuals prior to the interview and was able to easily answer these questions.  I interviewed for an engineering management position that only included leadership style questions and neglected technical ability.  I also interviewed for a project engineer position where the questions only scratched the surface of an applicants knowledge.  My organization has a long way to go to improve both the reliability and validity of interview questions.  We have a twenty year pension plan that encourages a long employment and poor hiring choices can lead to decades of regret.

 

Reference:

Dessler, G. (2017).   Human resource management  (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13:  9780134235455