HRM-635 Topic 2 DQ 2 • Online Nursing Essays

Sample Answer for HRM-635 Topic 2 DQ 2 Included After Question

Topic 2 DQ 2 

Assume that you were rejected for a position you applied to, based on their selection methods used. In general, discuss both the reliability and validity as they relate to recruitment and selection practices. Why are both factors critical when considering which selection method to use in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current recruitment and selection process. 

A Sample Answer For the Assignment: HRM-635 Topic 2 DQ 2

Title: HRM-635 Topic 2 DQ 2

 

Reliability and validity can sometimes relate to the recruitment and selection process when making hiring decisions depending on the job. Reliability helps an employer determine whether or not an employee is consistent. Think assessments job candidates have to take that asks a serious of questions in several different ways but is actually the same question. Reliability will help tell the mind frame of a potential employee and their thought process as different responses to the same question no matter how it is worded could signal inconsistencies in job performance. Because measuring reliability generally involves comparing two measures that assess the same thing. (Dessler, 2020) Validity refers to job performance and the likelihood of how well someone will perform on the job. Companies use reliability and validity in the recruitment and selection process to determine the best qualified candidates for the job and weed out the ones the feel will be low performing. In my organization, I can only speak to my position but based on what I remember, I took an assessment that had nothing to do with my job but I did have to have a 4 year degree for the position. I can say having a degree doesn’t determine if someone will be successful in my position but my employer does look at in a sense that a candidate is consistent and saw something through to completion.  

Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780 

  

Tiara, 

What suggestions would you make to your current company for improving their recruiting processes? 

 

Dr. McGlory, 

As a long term employee, I have seen a lot of people come and go over the last 10 years. Most cannot handle the workload and some went into the field with the expectation that they were going to immediately start out making a lot of money without putting in the hard work. While my employer prefers a degree for most positions, that again does not always equate to a successful employee. A lot of employees have been looked over because they did not have a degree but had other valuable skills that would make them successful. So while I am fine with my organization wanting a candidate to have a degree because it is hard work, they should also look more closely at the candidates that have the necessary skills but lack a degree.  

Unread 

Tiara, 

Hi, your discussion post was very interesting. I tend to agree with you about taking the pre-employment assessment tests. According to (Boksic, 2022) effective hiring can be the difference between a successful business and one that lags behind. This author goes on to say that it’s essential to use effective employee-selection methods such as skills assessments (Boksic, 2022). So during the hiring process, the hiring team needs to use the right assessment tools to test for competencies for the job being applied for. This author also states that when a high quality skills testing platform is used it enables the hiring team to be precise and objective in their decisions, also stating that skills assessments are better indicators of job success than resumes, intelligence or even education levels or degrees (Boksic, 2022). I cannot help but find this statement very interesting. 

Reference: 

Boksic, B. (2022). The 12 Most Effective Employee Selection Methods for Recruiters and Hiring Managers. https://www.testgorilla.com/employee-selection-methods/.