DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
Grand Canyon University DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices-Step-By-Step Guide
This guide will demonstrate how to complete the DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
Whether one passes or fails an academic assignment such as the Grand Canyon University DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
The introduction for the Grand Canyon University DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
After the introduction, move into the main part of the DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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HRM 635 Topic 2 DQ 2
In past job search experience, every institution uses their designed job application system for example career search website platform or the same institution website. Also, every job position posted had a job description and specific qualifications for what the institution is needing to find. This helps narrow down qualifying applicants.
Reliability and validity both relate to recruitment and selection of practice. Deesler (2017) states that reliability is the selection tool’s first requirement and refers to its consistency and validity tells you whether the test is measuring what you think it’s supposed to be measuring. Both factors are important when considering a job position since the testing scores completed during the job application and recruitment process will show the best candidate for the position. The VA employee recruitment and selection process are extremely extensive. The first process is to complete the online application. If your resume matches the job position and description, then your application moves to the second phase of the interview. If selected, then you are moved to the criminal background process which can take up to 6 months. This process is extremely long for future candidates to wait to start a job position.
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I like your comments here. As I mentioned regarding a long drawn out process when it comes to selection, it can be both good or bad and it depends on many factors. However, sometimes a long process can mean that the process itself is not working well. It is possible to send the wrong signal to potential candidates. Knowing this there are things that the recruiting team can do to prevent this misconception.
What are some specific things you would implement to prevent candidates from making the wrong assumption that the process is broken? Does this negative perception hurt the company and its ability to attract other candidates?
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Replies
Thank you, for bringing out the risks of a delayed recruitment process, which is a serious problem. For me, the risks of a delayed recruitment process include a negative impact on business productivity, revenue existing employees’ engagement and company reputation. When business success depends on building teams of skilled and highly talented professionals, companies need to act fast to secure finding and hiring the ideal job candidates, or they risk losing them to the competition. Slow hiring practices, which result in lengthy delays to the recruitment process, can bring a series of negative consequences for the company. Moreover, job vacancies left for prolonged periods, can place an excess and unwelcome strain on existing teams, because of increased workloads, knowledge gaps, and skill shortfalls. At the same time, company revenue suffers, when vacant roles lead to reduced sales, ineffective customer service experiences, and poor performance through lack of project of project or team management. And also, there is that tendency of missing out on top candidates, which is a result of the common risk of a delayed recruitment process. In addition, unfilled positions can cause workforce’s to feel overworked with less resources, resulting in decreased motivation, lower morale and a potential increase in staff turnover. Thank you, Lis, and God bless you.
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Organizations always look forward to recruiting the best employees available. Doing so ensures that employees can perform everyday roles as expected and the organization’s productivity stays at optimal levels. As a result, human resource managers and other recruiting personnel usually reject many applicants during the selection process. Poor performance during an interview is a common rejection consideration. Reliability and validity are critical for the selection process to get the right employees.
Reliability measures the consistency of the selection process. As Stewart and Brown (2019) put it, reliability in employee selection implies that methods, tests, and results do not differ with time, place, and the subjects. In this case, applicants being tested on their ability to perform a certain role should be assessed using one method. Reliability is usually measured through selection scores and on-the-job performance ratings (Amos et al., 2021). On the other hand, validity represents the extent to which a selection method measures what it is intended to measure (Azmi, 2019). For instance, a method testing a nurse’s ability to use electronic health records can test them practically. Reliability and validity are critical when considering the method to use in making hiring decisions since an applicant’s score should be directly proportional to their performance ability.
Organizations use different methods to select potential employees. My firm primarily relies on interviews during the selection process. Regarding reliability, it is possible to use interviews consistently without issues related to time, place, or subjects. Many potential employees can be interviewed orally and get consistent results. Interviews can also include a section where employees demonstrate their ability to perform a task practically. Such sections improve the validity of scores and ensure that interviews measure what they are designed to test accurately and consistently.
References
Amos, A. J., Lee, K., Sen Gupta, T., & Malau-Aduli, B. S. (2021). Systematic review of specialist selection methods with implications for diversity in the medical workforce. BMC medical education, 21(1), 448. https://doi.org/10.1186/s12909-021-02685-w
Azmi, F. T. (2019). Strategic human resource management: text and cases. Cambridge University Press.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Thanks for your thoughts! Hiring and selection are major elements to a company’s success. Getting the right people “on the bus” can position an organization to dominate its competitors. Candidates are looking for many things, not just higher pay.
What are some of the most important things companies should consider when putting together a recruiting strategy that attracts the best people when the competition for talent is tough?
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.
Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking’s impact on the staffing process, the selection method is the most common and effective tools and techniques employers use to screen and evaluate potential job candidates.
Structuring your interview process ensures that everyone is treated fairly and asked the same pre-determined questions. Doll (2017) highlighted the importance of utilizing structured interview formats and questions for they are more likely to be higher in reliability and validity, which assist in predicting better job performance, while decreasing turnover and legal risks. Doing so allows recruiters to compare candidates’ responses and to be more objective, keeping hiring biases to a minimum. A structured interview process is especially helpful when you have several qualified candidates for the same role. With that being said, interviewers might evaluate candidates. Organizations must also have a very clear description of the positions they are hiring for, in order to know what candidates, they will be hunting for, during the hiring process (Dessler, 2013). These tests consist of simulations and exercises designed to evaluate how an individual would perform in real on-the-job scenarios. They are usually given in a stipulated amount of time and typically last for one day. Therefore, the organizations, uses reliability and validity selection method in recruiting and making hiring decisions.
Whenever we assess reliability, the main questions that we repeatedly ask ourselves are, “Do the results today resemble the ones from yesterday? Will it remain the same tomorrow? What about next week? A year from now?” A reliable test should provide results that are similar no matter when it is taken. Although minor differences can be expected if taken at different points in time, these discrepancies can be calculated statistically using Cronbach’s alpha, also known as the coefficient alpha. In scientific standards, an alpha of 0.7 and above is considered acceptable for most psychological measures. A test is considered ‘good’ if it meets the three criteria of being reliable, valid, and fair. In other words, the results of our hiring assessments should be consistent, should measure what it claims to measure, and provide equal opportunity to all test takers.
This approach helps recruiters and hiring managers to make fully informed hiring decisions. Also, it provides candidates with a clearer picture of the realities of the job they’re applying for. On the other hand, one shortcoming is that these tests need to be evaluated by trained people and can be costly to administer and rate. That is why assessment centers are most cost-effective for large-scale recruitment efforts. So, the more valid a tool, the fewer mistakes it makes when making that distinction. And the more valid a tool, the better it is at identifying who would succeed on the job. It is always in the best interest of an employer to ensure a reliable and valid selection process. This affords three benefits: (1) it assures the employer that those selected are more likely to perform well on the job, than those not selected. (2) It allows for a legally defensible process; and (3) it is fair to applicants.
We do not hire candidates, as every-other organizations do, but our sisters are selected from our Order, and posted to our Development Ministry. We do not have control over whom they Order sent to us. Meanwhile, we have volunteers from other nationalities working with us, especially, on areas we need help. All the same, experience and this course has taught me that it would be great for those sisters to be interviewed or to follow the method of reliability and validity process, in selection and recruiting, even though we are all from the same Order.
Organizations always look forward to recruiting the best employees available. Doing so ensures that employees can perform everyday roles as expected and the organization’s productivity stays at optimal levels. As a result, human resource managers and other recruiting personnel usually reject many applicants during the selection process. Poor performance during an interview is a common rejection consideration. Reliability and validity are critical for the selection process to get the right employees.
Reliability measures the consistency of the selection process. As Stewart and Brown (2019) put it, reliability in employee selection implies that methods, tests, and results do not differ with time, place, and the subjects. In this case, applicants being tested on their ability to perform a certain role should be assessed using one method. Reliability is usually measured through selection scores and on-the-job performance ratings (Amos et al., 2021). On the other hand, validity represents the extent to which a selection method measures what it is intended to measure (Azmi, 2019). For instance, a method testing a nurse’s ability to use electronic health records can test them practically. Reliability and validity are critical when considering the method to use in making hiring decisions since an applicant’s score should be directly proportional to their performance ability.
Organizations use different methods to select potential employees. My firm primarily relies on interviews during the selection process. Regarding reliability, it is possible to use interviews consistently without issues related to time, place, or subjects. Many potential employees can be interviewed orally and get consistent results. Interviews can also include a section where employees demonstrate their ability to perform a task practically. Such sections improve the validity of scores and ensure that interviews measure what they are designed to test accurately and consistently.
References
Amos, A. J., Lee, K., Sen Gupta, T., & Malau-Aduli, B. S. (2021). Systematic review of specialist selection methods with implications for diversity in the medical workforce. BMC medical education, 21(1), 448. https://doi.org/10.1186/s12909-021-02685-w
Azmi, F. T. (2019). Strategic human resource management: text and cases. Cambridge University Press.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
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As an employer or a job seeker, finding the right candidate for a job can be a daunting task. It is crucial to choose the right person during the recruitment process, as it can have a significant impact on the success of the organization. According to Dessler (2020), there are two primary reasons why selecting the right employee is vital – firstly, employees with the right skills will perform better, and secondly, recruiting and hiring employees can be a costly process. Therefore, it is essential to employ effective selection methods to find the best candidate for the job. To select the best candidate, managers use various tests and screening tools. For these methods to be effective, they should possess two important characteristics – reliability and validity. Reliability refers to the consistency of the interview and selection process. For instance, all the candidates should be asked the same questions during the interview to ensure fairness and equity. Validity, on the other hand, refers to whether the method measures what it’s supposed to be measuring. This is important for predicting job performance.
Asking appropriate questions about the specific job functions can help determine the candidate’s experience level and ability, leading to more informed hiring decisions (Zoromba & El-Gazar, 2021). It’s crucial to ask related questions that are pertinent to the job being offered instead of vague, unrelated questions. A consistent approach can help promote a level playing field for all candidates. As we often have our own biases, a panel approach can help promote greater insight and reflection on candidate strengths, weaknesses, and potential. Developing a validated selection method can help managers learn useful information about a candidate’s ability to perform the desired job. This fosters an environment in which the best candidate is selected based on solid evidence and decreases the chances of bias.
Upon examining my employer’s interview and selection process, I believe there is room for improvement. New managers receive minimal, if any, training on best practices related to hiring and candidate evaluation. Due to variable practices and minimal oversight, I am confident that our hiring practices need attention to promote consistency and minimize unconscious and conscious biases. Critically looking at my team’s current recruitment and selection process, I can say that it is not well-structured. Although we tend to ask all our candidates similar questions, it is not a consistent process. However, I am confident in the validity of the situational questions we ask during interviews. While the interview process is important, it is not the only factor in determining who is selected for a role in my organization. Due to union rules, less desirable candidates with poor performance and interpersonal challenges have been selected for supervisory roles. This is unfortunate, as we recognize that poor leadership can lead to job dissatisfaction and decreased productivity within the team.
Hiring from within can be beneficial, as it can result in a deserving employee receiving a salary increase and filling a job position. However, hiring external candidates can also bring diverse thoughts and fresh energy to the team. The ideal approach would be to hire the best candidate with proven ability rather than focusing on a singular aspect such as length of service. In today’s world, technology has revolutionized the recruitment process, and employers can use various tools and methods to find the best candidates. These tools include applicant tracking systems, video interviews, and online assessments. It is essential to ensure that these tools and methods are reliable and valid and that the recruitment process is fair and unbiased. Employers should also focus on promoting diversity and inclusion in their recruitment process, as it can lead to a more productive and innovative workforce. In conclusion, selecting the right candidate for a job is a critical process that requires careful consideration and effective selection methods. Employers need to ensure that their recruitment process is reliable, valid, and fair to increase the chances of finding the best candidate for the job.
Reference
Dessler, G. (2018). Human resource management (16th ed.). Pearson.
Leigh, J. P., & Chakalov, B. (2021). Labor unions and health: A literature review of pathways and outcomes in the workplace. Preventive medicine reports, 24, 101502. https://doi.org/10.1016/j.pmedr.2021.101502
Zoromba, M. A., & El-Gazar, H. E. (2021). Nursing Human Resource Practices and Hospitals’ Performance Excellence: The Mediating Role of Nurses’ Performance. Acta bio-medica : Atenei Parmensis, 92(S2), e2021022. https://doi.org/10.23750/abm.v92iS2.11247