Reliability is related to the selection method that would be used in a similar situation under similar circumstances. For example, having a scoring system for applicants during the interview process will provide a standard if another person were to review the assessment. Furthermore, reliability can help to minimize errors and biases in the selection process (Amos et at., 2021). Validity is the method in which job performance is measured. It is used to assess skills, knowledge, and capabilities for how well someone would do in a particular role. Validity is important because it ensures hiring decisions are based on relevant information and not irrelevant factors (Amos et al., 2021).

At my facility, addressing diversity, equity, and inclusion (DEI) begins at the application process. There are screening questions related to personal identity, race, military status, and inclusivity when applicants inquire about job positions. When walking through the hospital, you can see the diversity among the employees who work there. Not only is there a visual and physical difference among employees, but it is also evident that everyone comes from different walks of life. This is part of what makes the culture at our hospital unique. We are all so different, but wanted to work at the facility because if the core values it supports.

References

Amos, A.J., Lee, K., Gupta, T.S., Malau-Aduli, B.S. (2021). Systematic review of specialist selection methods with implications for diversity in the medical workforce. BMC Med Educ. Systematic review of specialist selection methods with implications for diversity in the medical workforce – PMC