5.7 Validity And Reliability

The validity and reliability of assessment methods are the two most important characteristics of the assessment procedure.

Validity

Validity is arguably the most important criterion for a test’s quality. The term validity refers to whether or not the test measures what it claims to measure. On a test with high validity, the items will be closely linked to the test’s intended focus. For example, if you are interested in measuring intelligence, the test you are using must demonstrate that those who score high are more intelligent than those who score low.

Validity refers to how useful the selection tool is in measuring a person’s attributes for a specific job opening. A selection tool may include any of the following:

• Résumé-scanning software
• Reference checks
• Cognitive ability tests
• Work samples
• Credit reports
• Weighted application forms
• Personality tests
• Interview Questions

Reliability

Reliability, however, refers to whether a selection tool gives the same results each time used in the same setting with the same subjects. Reliability essentially means consistent or dependable results. For example, if you ask every applicant for the project management position the same interview question, and the “right” answer always yields similar, positive results, such as hiring a successful employee every time, the question would be considered reliable.

An example of an unreliable test might occur with reference checks. Most candidates would not include a reference on their resume, which might give them a poor review, making this a less reliable method for determining the skills and abilities of applicants. To compensate for this potential bias, most organizations request 3 to 5 references and stipulate references must include at least one direct report, one or two immediate supervisors, and colleagues.

Weighted application blanks (WABs)

A weighted application blank (WAB) is a great way to add more objectivity and reliability to the screening process of applicants’ application forms. The hiring manager uses personal judgment and experience to evaluate the applicant’s information as he/she screens their application form. So, instead of an organization using standardized employment application forms, they can create weighted application blanks. This involves selecting an employee characteristic needed to perform the job and then identifying which questions on the application form predict the desired behaviour. Then, scores, a numerical value, are assigned to each characteristic. The term “weighted” refers to the fact that different items or questions on the application form may be assigned different weights or scores based on their importance to the job.

An applicant without a marketing diploma will be given a score of zero. In contrast, those with a marketing diploma will receive a one, those with five years of work experience will receive a one, and those with fewer years will receive a zero. Adding up all the assigned weights together produces a total score for each applicant. By assigning weights to different qualifications, the influence of personal biases is minimized. They are low-cost and easy to use, especially with online job application software, which can quickly add up the weighted results. WABs can be tailored to the specific requirements of the job. This helps ensure that the selection process is based on job-related criteria. Using WABs helps to keep your selection process fair and consistent.

“5.2 Criteria Development and Résumé Review” from Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.—Modifications: Used section Validity and Reliability, edited, reorganized, weighted applications expanded on and example added.