Concept of Validity and Reliability in Relation to Selection of Staff
... ” Recruitment and Selection comprise the important HR functions of the organization and should be thought of as a matching process. Selection commences as soon as the applicant responds to an advertisement or makes an unsolicited enquiry. One way to look at the selection process is to view it as a series of obstacles that applicants must clear in order to obtain the job. ... To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity. Definition: Reliability is the consistency of your measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. ... It is important to remember that reliability is not measured but is estimated. ... Alternatively if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient (the closer to 1. ... Reliability improves as we increase the number of relevant items that are combined to generate a value. ... Generally speaking, single item measurements have demonstrated very poor reliability and yield limited information while multiple item measures yield superior reliability and information. ... A Comparison of the Reliability of Matching vs. ... Very low reliability. ... Moderate to good reliability. ... Definition: Validity is the strength of our conclusions, inferences or propositions. ... Types of Validity Criterion-related validation is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. There are two types of criterion-related validity: Predictive validation is an empirical relationship between scores on the selection measure taken prior to persons being hired and, after roughly six months or more, their job performance scores. Concurrent validation is an empirical relationship between scores on the selection measure given to current employees and their job performance scores Predictive validation is superior to concurrent validation since job applicants will be more motivated to do well on the test than job incumbents will.