I have tried a lot of job applications and have not been considered; although some companies don’t offer feedback for refusal, others that have done it have helped to always check and reflect on the requirements for a job posting before wasting my time, and the organizations’. In many cases, Reliability in job selection assures that a candidate’s assessment score or evaluation outcome stays constant even when performed numerous times, with no major changes to their abilities.  Reliable evaluation techniques remove random mistakes as well as external effects like administration inconsistencies or disruptions. Several types of reliability are important in recruitment, including test-retest reliability, inter-rater reliability, and internal consistency reliability.  These reliability metrics include the consistency of findings across time, evaluator scores, and the internal consistency of test questions.  According to Callwood et al., (2018), human resources for health emphasizes the necessity of adopting more systematic ways to patient participation and empowerment by examining the skills and competences of health professionals right from recruitment.

Validity is important in evaluating work performance since it accurately predicts future result. Validity is an important consideration in recruiting decisions since it assures that recruitment approaches effectively assess theoretical attributes like aptitude or leadership ability.  Recruitment decisions that lack validity may be useless or misleading, such as exams that consistently rate applicants but have little predictive value do.  As a result, validity guarantees that businesses invest in individuals with actual potential, which leads to greater economic outcomes and customer satisfaction. Recruitment and selection processes in healthcare organizations such as my employer are critical for developing a staff capable of fulfilling different patient demands while providing high-quality care. My healthcare organization’s HR team carefully listens to candidates in order to understand their motivations and any biases about the jod.

Despite the current executive order banning DEI policies (White House, 2025), many private and non-profit organizations continue to implement DEI recruiting practices because they provide significant benefits, particularly in multi-cultural societies where everyone feels included and represented.   Job descriptions continue to incorporate inclusive, gender-neutral, and culturally sensitive language to encourage diverse applicant participation.   Structured interviews and multilingual interview panels eliminate unconscious bias during applicant screening while enhancing inclusiveness by offering several perspectives during selection.  Although the drafters of the executive order may have prudent concerns, DEI did not replace meritocracy in recruiting as alleged but rather supplemented it to promote inclusion and avoid biased recruitment practices. To achieve impartial candidate assessment, healthcare businesses should combine DEI operations with reliable and validity selection procedures such as behavioral interviews and standardized tests.  Validity is obtained by combining selection approaches with work-relevant abilities, such as situational judgment exams and mini-interviews, which are stronger predictors of future job success than academic measures alone and help to meet DEI goals.

References.

Callwood, A., Cooke, D., Bolger, S., Lemanska, A., & Allan, H. (2018). The reliability and validity of multiple mini-interviews (MMIs) in values-based recruitment to nursing, midwifery and paramedic practice programmes: Findings from an evaluation study. International Journal Of Nursing Studies, 77, 138–144. https://doi.org/10.1016/j.ijnurstu.2017.10.003

The White House (Jan 20, 2025). Ending Radical And Wasteful Government DEI Programs And Preferencing. https://www.whitehouse.gov/presidential-actions/2025/01/ending-radical-and-wasteful-government-dei-programs-and-preferencing/