One of the most difficult parts of hiring an individual is making sure that they will long term be a good person to work as a team in the environment as well as making sure they have integrity in their work. This is hard to assess during a couple short interviews. A concept where potential candidates are vetted to ensure they will be the best fit for a position is through reliability and validity. Reliability is the concept of consistency. In conjunction with requirement, it is defined by giving a consistent application process across the board in order to pick the best candidate. This can mean that each applicant that is being considered will take the same test to find who scores the best in order to pick the best applicant. When providing something such as a questionnaire, it should be able to reflect similarly if not nearly identical results no matter how many times the test is taken. This ensures reliability and leads to picking the best candidate for the organization.

 

While reliability is important for an organization, without validity being present it could potentially pick the wrong applicant. Validity is important in recruitment because it ensures that the tests that are being completed are relatable to the job at hand. For example, if I am looking to hire a registered nurse on a cardiac intensive care unit. It wouldn’t not make sense for me to issue a test that is based in football. The two professions are not interchangeable and the content that is needed to be learned are not interchangeable. This is important for an organization because without validity being present the right candidate would not be picked for a position.

 

My own organization takes reliability and validity very seriously when choosing a potential candidate. Each person is asked to fill out a 50 question test when applying for a job related to interacting with patients. Whether someone is applying to be a nurse, doctor, lab tech, or pharmacist, each person takes a test in order for the establishment to predict how well someone’s teamwork, work ethic, and integrity is. Once that is completed and actual interviews begin management uses the same bank of questions to interview each potential candidate. It is then up to the employer to select which candidate is best for the job. I feel that the concepts reliability and validity is used within my organization as explained. This allows for my organization to understand who is potentially best for a position and if their values align with the organization.

 

Finally, I feel my organization has a strong DEI ties in making sure that there is representation across all different backgrounds. My specific organization uses the acronym DEIJ which includes justice. My organization tackles their DEIJ mission and values in two different ways. The first way is through their employment opportunities. They strive to have a diverse range of employees to create a culture and environment that is inclusive among all walks of life and different cultures. According to the Pew Research Center it has been found that organizations who adapt DEI programs offer more diverse opportunities, increased pay, and more consumerism within its area. One example I can think of that illustrates my points is that we have many patients of different ethnicities that’s specifically come to our heart surgery center because of the diverse doctors and nurses that work together. I have also had a lot of different patient experiences state that because of our diversity within the organization those patients felt more safe and secure when they saw someone who looked like them. As a final thought, it is important to be detailed in the hiring process to not only find the right person but also make sure that there is diversity, equality, and inclusion within an establishment.

 

Dessler, G. (2023). Human resource management (17th ed.). Pearson.

 

Henry Ford Health. (2025). Diversity, Equity, Inclusion, and Justice. https://www.henryford.com/hcp/hfpn/physicians/diversity-equity-inclusion-and-justice

 

Minkin, R. (2023). Diversity, Equity and Inclusion in the Workplace. Pew Research Center. https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/