If I were rejected for a position at a University, I would take the opportunity to reflect on the selection methods used and how they relate to the concepts of reliability and validity in recruitment. “Reliability is a test’s consistency, how dependably it measures a characteristic.” (Dessler, 2023) If the university uses structured interviews with a clear rubric and scoring guide, they are aiming for reliability by ensuring that each candidate is assessed in a consistent and objective way. Validity, on the other hand, focuses on whether the selection method actually predicts future job performance. “Validity tells you whether the test is measuring what you think it’s supposed to be measuring” (Dessler, 2023) At a University, selection tools such as scenario-based interview questions or teaching demonstrations may be used to determine whether a candidate aligns with the expectations of the role and the institution’s mission, his shows an effort to ensure content and criterion validity.

Both reliability and validity are essential to fair and effective hiring. A process lacking either can lead to poor hiring decisions or unjustified rejections. A reliable but invalid method may consistently produce the wrong outcome, while a valid but unreliable method may yield inconsistent results that hinder fairness. A University’s recruitment process may also addresses Diversity, Equity, and Inclusion (DEI). Job postings often include statements about serving diverse student populations, and interview questions may ask how candidates promote inclusive learning. “Organizations must ensure that recruitment and selection procedures are not only legally compliant but also support diversity and inclusion.” (Dessler, 2023)

 

References:

 

Dessler, G. (2023). Human resource management (17th ed.). Pearson/Prentice Hall. ISBN-13: 9780137927395