DQ In general, discuss both the reliability and validity as they relate to recruitment and selection practices HRM 635 Topic 2 DQ 2

 
In past job search experience, every institution uses their designed job application system for example career search website platform or the same institution website. Also, every job position posted had a job description and specific qualifications for what the institution is needing to find. This helps narrow down qualifying applicants.

Reliability and validity both relate to recruitment and selection of practice. Deesler (2017) states that reliability is the selection tool’s first requirement and refers to its consistency and validity tells you whether the test is measuring what you think it’s supposed to be measuring. Both factors are important when considering a job position since the testing scores completed during the job application and recruitment process will show the best candidate for the position.  The VA employee recruitment and selection process are extremely extensive. The first process is to complete the online application. If your resume matches the job position and description, then your application moves to the second phase of the interview. If selected, then you are moved to the criminal background process which can take up to 6 months. This process is extremely long for future candidates to wait to start a job position.

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I like your comments here.    As I mentioned  regarding a long drawn out process when it comes to selection, it can be both good or bad  and it depends on many factors.  However, sometimes a long process can mean that the process itself is not working well. It is possible to send the wrong signal to potential candidates. Knowing this there are things that the recruiting team can do to prevent this misconception.

What are some specific things you would implement to prevent candidates from making the wrong assumption that the process is broken?   Does this negative perception hurt the company and its ability to attract other candidates?

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Thank you, for bringing out the risks of a delayed recruitment process, which is a serious problem. For me, the risks of a delayed recruitment process include a negative impact on business productivity, revenue existing employees’ engagement and company reputation. When business success depends on building teams of skilled and highly talented professionals, companies need to act fast to secure finding and hiring the ideal job candidates, or they risk losing them to the competition. Slow hiring practices, which result in lengthy delays to the recruitment process, can bring a series of negative consequences for the company. Moreover, job vacancies left for prolonged periods, can place an excess and unwelcome strain on existing teams, because of increased workloads, knowledge gaps, and skill shortfalls. At the same time, company revenue suffers, when vacant roles lead to reduced sales, ineffective customer service experiences, and poor performance through lack of project of project or team management. And also, there is that tendency of missing out on top candidates, which is a result of the common risk of a delayed recruitment process. In addition, unfilled positions can cause workforce’s to feel overworked with less resources, resulting in decreased motivation, lower morale and a potential increase in staff turnover. Thank you, Lis, and God bless you.