Reliability refers to the consistency of scores or outcomes when a selection method is repeated under similar conditions (Dessler, 2024, p.162). For example, the tool is considered reliable if a candidate takes the same assessment multiple times and receives identical results. On the other hand, validity pertains to how well a selection method measures what it is intended to measure, notably whether the method accurately predicts job performance (Dessler, 2024, p.162). For instance, a written test for an administrative position should reflect the skills needed for the role, such as attention to detail, time management, or written communication.
In my experience working with local government, the recruitment and selection process strongly emphasizes reliability and validity through standardized procedures. All candidates follow the same multi-step process, which typically includes structured interviews, supplemental questionnaires, and, when applicable, written assessments that align closely with the job description. These practices help ensure consistency in scoring and minimize bias. However, as Desser (2024) points out, employers must be vigilant in evaluating whether their assessments inadvertently introduce bias. For example, an IQ test may validly measure cognitive ability for middle-class White applicants. Still, it may disadvantage some minority candidates if the questions rely on familiarity with specific cultural norms (Desser, 2024, p. 164). This highlights the importance of regularly reviewing and updating selection tools to promote equity, reliability, and validity.
Regarding Diversity, Equity, and Inclusion, the County of Ventura integrates these values using panel interviews that reflect diverse backgrounds, ensuring that no single perspective dominates the evaluation process. Additionally, accommodation is made for individuals with disabilities to ensure equitable access to the application process. An example is when I supported the hiring process for community health workers. We ensured that interview questions were culturally sensitive, that bilingual skills were evaluated correctly, and that the panel included individuals who could assess the candidate’s cultural competence, which is essential for the role. These steps not only ensured a more equitable process but also helped us select candidates who were best aligned with the community’s needs.
Reference:
Dessler, G. (2024). Human resource management (17th ed.). Pearson Education.
