Personality assessments, such as the Five Factor Model (FFM) personality assessment, will measure internal consistencies. The personality traits are broken down into five models: neuroticism, extroversion, openness, conscientiousness, and agreeableness. The FFM assessment is considered a valid form of measurement in clinical applications as well (Tatman, 2019). It can measure the accuracy and predictability in regards to performance. Validity will determine if the assessment method will correctly identify the top candidates for the position. Reliability speaks toward the consistency of responses, for example. These recruitment tools are used to best identify who would be the top candidates for the position. These factors are critical for the selection process as they will pin point candidates who are the best fit. Both validity and reliability are crucial to the hiring process because they create a checks and balance for operational systems and structures put in place for hiring. If inequitable or inaccurate assessments are put in place, this could jeopardize the company for inequitable hiring practices harming them both in reputation and potential legal ramifications.

 

My organization celebrates and prioritizes being a place of inclusion. My school district intentionally seeks candidates who look like the demographic we serve. One way they do this by having partnerships with international educator exchange programs and offer para to teacher pathways for current students who wish to pursue a career in education. There are other methods and partnerships created where the district pursues candidates. They offer equity training modules, leaders of color professional development and cohorts and they are intentional to include their commitments to equity as a part of their strategic road map.

 

Tatman, A. W. (2019). Initial Reliability and Validity for the Critical Hire – Personality Assessment. Corrections, 7(1), 46–62. https://doi-org.lopes.idm.oclc.org/10.1080/23774657.2019.1699477