If I were rejected for a position, one of the first things I would consider is whether the selection methods used were both reliable and valid. For a selection process to be valid, it must also be reliable. Consider a typing speed test used to hire administrative assistants. If the test is reliable, a candidate who takes the test multiple times under similar conditions should receive roughly the same score each time, assuming no change in skill level. If, however, the same candidate scores different typing speeds at different times despite using the same equipment and environment, this inconsistency suggests low reliability in the test itself. This could be from unclear instructions, poor test design, or varying testing conditions, all of which undermine confidence in using this tool for hiring decisions. Validity refers to how effective a selection method is in accurately identifying the best candidate for a job. In other words, a valid selection process increases the likelihood that the individuals chosen will perform well in their roles and contribute positively to the organization. Validity is not a one-size-fits-all concept; it must be evaluated in relation to the specific job and organizational goals. For example, a test that effectively measures the manual dexterity required for a warehouse position may not be valid for hiring a marketing analyst. Ensuring validity in recruitment practices is crucial because it directly impacts hiring outcomes, employee performance, and long-term retention. When organizations use valid methods, they reduce the risk of poor hiring decisions, which can be costly in terms of time, resources, and productivity. Therefore, continuously reviewing and refining selection tools to ensure they accurately reflect job requirements is an important part of strategic human resource management (Validating the Selection Process, n.d.).

 

When evaluating the Cherokee Indian Hospital Authority’s (CIHA) recruitment and selection process, it’s clear that the organization has taken intentional steps to prioritize Diversity, Equity, and Inclusion (DEI), while also focusing on reliability and validity in hiring practices. One unique feature is CIHA’s Indian preference policy, which gives priority to enrolled members of the Eastern Band of Cherokee Indians (EBCI). This policy directly supports equity by ensuring that tribal members have first access to job opportunities in their own community. It also enhances cultural competence across the workforce, which is especially important in a healthcare setting where trust and understanding between providers and patients are essential (Cherokee Indian Hospital Authority, 2023).

From a validity standpoint, CIHA works to ensure that selection tools align with the actual demands of the job. For instance, hiring for clinical roles involves verifying licenses, certifications, and job-specific competencies, which increases the likelihood that the candidate will succeed on the job (Mountain Area Health Education Center, 2024). This shows a strong connection between what’s being measured in the hiring process and what is truly required for job performance. In terms of reliability, CIHA makes use of structured interviews and consistent evaluation criteria, helping to reduce bias and ensure that candidates are assessed fairly. This kind of consistency is critical especially when multiple people are involved in the hiring decision because it supports equal treatment and helps make the process more predictable and transparent (National Center for Healthcare Recruitment, 2023).

 

CIHA also addresses DEI through ongoing staff development. For example, their training program, The Right Way (Duyugadv), is about fostering a workplace where innovation thrives, relationships grow, and every team member is appreciated. This program demonstrates our commitment to cultural competency, ongoing professional development, and delivering the highest quality of patient care. (Cherokee Indian Hospital Authority, 2023). This doesn’t just benefit employees, it directly improves the patient experience and workplace culture. In addition, the hospital partners with local universities  and training programs to build career pathways, which helps address staffing shortages while also giving people from diverse backgrounds opportunities for advancement (Mountain Area Health Education Center, 2024).

Overall, CIHA provides a strong example of how a healthcare organization can integrate DEI, reliability, and validity into its recruitment and selection process. It’s a good reminder that effective hiring isn’t just about filling roles, it’s about building a workforce that reflects, respects, and serves the community.

 

 

Validating the selection process. (n.d.). https://nature.berkeley.edu/ucce50/ag-labor/7labor/03.htm

 

Cherokee Indian Hospital Authority. (2023). The Right Way program. Retrieved from https://cherokeehospital.org

 

Mountain Area Health Education Center. (2024). Healthcare residency and workforce development programs. Retrieved from https://mahec.net

 

National Center for Healthcare Recruitment. (2023). Best practices in healthcare recruitment and selection. Retrieved from https://healthcarecareers.org