How should personnel managers evaluate and compare the effectiveness of different employee selection techniques

University: Management Studies

...explain that ‘there are 3 basic criteria when seen from the traditional psychometric perspective on recruitment and selection; reliability, validity and usefulness.’
Reliability is significant in providing consistency over time for a particular characteristic being measured. For example, the new online numerical tests used for graduate selection are thought to be reliable because if a candidate takes the test twice, they should retain the same result. Similarly, if one interviewer concludes a candidate is ideal while another claims they should be rejected, this method would become unreliable. One major issue concerning reliability is the differing level of interview skills. Fletcher (1993:46) related reliability to the popular assessment centres for graduates. He claimed that ‘even though properly designed assessments centres work well, it does not mean that anything set up and run with the same name is equally as good.’ He went on to illustrate the fact that many assessment centres in the UK could be using badly thought-out exercises and under qualified assessors. Human resource managers should therefore be constantly checking the reliability of the methods that they use for selection in order to remain consistent.
If a test is unreliable, it will not be valid. The most effective techniques for validity testing are meta-analysis and validity generalisation. Schmidt and Hunter ...

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