Validity and reliability of the job
The smaller the SEM, the more accurate the measurements. Table 2. Think of it this way: If you measure the length of your dining room table at 72 inches, it should be 72 inches the next time you measure it.
This estimate also reflects the stability of the characteristic or construct being measured by the test.
What is meant by a reliable and valid selection process
Job analysis information is central in deciding what to test for and which tests to use. Finally, it complies with EEOC requirements and does not discriminate against people based on age, gender, national origin or religion. These groups are called the reference groups. Use of valid tools will, on average, enable you to make better employment-related decisions. Determining the degree of similarity will require a job analysis. Job similarity. Alternate or parallel form reliability indicates how consistent test scores are likely to be if a person takes two or more forms of a test. Validity will tell you how good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. Table 2. Job analysis information may be gathered by direct observation of people currently in the job, interviews with experienced supervisors and job incumbents, questionnaires, personnel and equipment records, and work manuals. When evaluating the reliability coefficients of a test, it is important to review the explanations provided in the manual for the following: Types of reliability used.
Validity refers to what characteristic the test measures and how well the test measures that characteristic. You should be careful that any test you select is both reliable and valid for your situation.
For example, an SEM of "2" indicates that a test taker's "true" score probably lies within 2 points in either direction of the score he or she receives on the test.
Importance of reliability and validity in selection process
A valid personnel tool is one that measures an important characteristic of the job you are interested in. Tests that measure multiple characteristics are usually divided into distinct components. If you develop your own tests or procedures, you will need to conduct your own validation studies. But in other jobs, these traits are less important. In evaluating validity information, it is important to determine whether the test can be used in the specific way you intended, and whether your target group is similar to the test reference group. The criterion-related validity of a test is measured by the validity coefficient. Test manuals and reviews report several kinds of internal consistency reliability estimates. For example, a test designed to predict the performance of managers in situations requiring problem solving may not allow you to make valid or meaningful predictions about the performance of clerical employees. Criterion-related validation requires demonstration of a correlation or other statistical relationship between test performance and job performance. In order to be certain an employment test is useful and valid, evidence must be collected relating the test to a job. The purposes for which the test can legitimately be used should be described, as well as the performance criteria that can validly be predicted.
So while validity tells you how good a test is for a particular situation, reliability tells you how trustworthy the score or the measurement is.
And is it possible for an assessment to be valid but not reliable?
If the criterion is obtained at the same time the test is given, it is called concurrent validity; if the criterion is obtained at a later time, it is called predictive validity. To ensure that the outside test you purchase or obtain meets professional and legal standards, you should consult with testing professionals.
Fairness evidence. Each type of estimate is appropriate under certain circumstances.
based on 68 review