1. © 2013 by Nelson Education1 Foundations of Recruitment and Selection I: Reliability and Validity

2. Chapter Learning Outcomes  After reading this chapter you should:  Understand the basic components that make up a traditional personnel selection model  Have a good understanding of the concepts of reliability and validity  Recognize the importance and necessity of establishing the reliability and validity of measures used in personnel selection © 2013 by Nelson Education 2

3. Chapter Learning Outcomes (continued)  Identify common strategies that are used to provide evidence on the reliability and validity of measures used in personnel selection  Appreciate the requirement for measures used in personnel selection to evaluate applicants fairly and in an unbiased fashion © 2013 by Nelson Education3

4. The Recruitment and Selection Process  In most employment situations, there are many applicants for each available job.  An employer’s goal is to hire an applicant who possesses the knowledge, skills, abilities, or other attributes (KSAOs) required to perform the job © 2013 by Nelson Education4

5. © 2010 Nelson Education Ltd.5  The Hiring/Selection Process:  Every employer who makes a hiring decision follows a hiring process, even though it may not be well structured  This process must:  be based on solid empirical support. HR must be able to demonstrate reliability and validity of their selection systems  must operate within a legal context The Recruitment and Selection Process (continued)

6. © 2010 Nelson Education Ltd. 6 The Recruitment and Selection Process (continued)

7. © 2013 by Nelson Education7  Reliability: the degree to which observed scores are free from random measurement errors  an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure  refers to the consistency of a set of measurements when a testing procedure is repeated Building a Foundation

8. © 2013 by Nelson Education8 Factors Affecting Reliability  Temporary Individual Characteristics  Lack of Standardization  Chance

9. © 2013 by Nelson Education9 Methods of Estimating Reliability  Test and Retest  Alternate Forms  Internal Consistency  Inter-Rater Reliability  Choosing an Index of Reliability

10. © 2013 by Nelson Education10  Validity: the legitimacy or correctness of the inferences that are drawn from a set of measurements or other specified procedures  the degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test’s proposed use Validity

11.  An employer first needs to know which requirements are needed to carry out a job?  What are the minimum specifications?  What job duties and position requirements are “must haves” vs. “nice to haves”? Validity (continued)

12. © 2013 by Nelson Education12  Bias: systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristic such as age, sex, or race Bias and Fairness

13. © 2013 by Nelson Education13  Fairness: the value judgments people make about the decisions or outcomes that are based on measurements  Principle that every test taker should be assessed in an equitable manner Fairness