IMPROVING RELIABILITY AND VALIDITY OF RECRUITMENT AND SELECTION PROCESS
Navarro, Rachel M.
Instruction: Determine how to improve the reliability and validity of the following recruitment
and selection process and how can you possibly overcome biases that may occur in each
process.
Process of Recruitment
Preparing Job Descriptions
and Specifications
Initial Screening and
Shortlisting
Employment Testing
II-D HRDM
Ways to Improve Validity Possible Implicit Bias and
and Reliability How to Overcome It
- To conduct an
effective job
descriptions and
specifications, one
must understand the
target job within the - Find balance by using
context of the needs
of the organization.
- Must appreciate the
scope of the job and
avoid preconceived
beliefs about the
content of a job on the
basis of existing job
titles or description.
- Scan for preferred or
good-to-have
qualifications by
looking at resumes
that meet the basic
requirements a little
deeper to look fir
qualitative attributes
that a candidate might
bring to the role.
- Define essential
criteria for each role.
- Navigate the
assessment stage
effectively by giving
the candidates
enough time to
complete the
- Identify neutral
alternatives to
gendered words in job
posting. Avoid gender
biased job ads
neutral language
when possible.
- Use a blind resume
tool to focus on
candidates’
skills,experience, and
achievements instead
of their gender, age,
education, or name.
- Ensure diversity
among the people
reviewing resumes,
and do regular checks
for discrimination in
the screening
process.
- Evaluate every CV in
the same way.
- Use pre-employment
assessments so that
all hiring decisions are
made with the help of
objective,
standardized data.

Interviewing
- Stick to the interview
- Ask all candidates the
Background Checking
Evaluation and Offer of - Discuss employment
Employment
assessment. - Assessments can
- Explain clearly the help you make a more
scope and purpose of informed decision by
the assesstment to evaluating candidates
understand fully why for their soft skills,
they are doing the personality traits, and
employment testing. cognitive abilities,
- which are far more
predictive of job
performance than
education, job
experience, and
structured interviews.
- Make a list of job- - Use structured
related questions that interviews where all
assess how well cancdidates are
candidates can asked the same
manage regular job questions or given
duties e.g role- the same
specific questions, assessments.
soft skill questions, - Create skill-biased
situational questions tests instead of using
and behavioral standard interview
questions. questions to eliminate
the possibility of an
questions. unequal interview
process where certain
same set of questions candidates are asked
in a structured way to different questions
easily compare their based on implicit
answers and select biases held by the
the most qualified interviewer.
ones. - Build a diverse
interview panel to get
more viewpoints, skill
sets, and ideas.
- Consider legal - Work with the right
aspects of background screening
background checks. partner.
- Choose a reputable - Leverage high-quality
and liable background and accurate
check provider. background screening
- Naavigate to help you keep bias
discussions with out of your hiring
candidates process.
appropriately. - Set clear and relevant
- Interpret results adjudication
correctly. parameters.
- Make decisions driven
terms early in the by data to remove
 selection process like emotions that can
salary, bonuses and taint job candidates’
working hours. vetting.
- Use a job offer letter - Don’t rely on intuition.
template and add only
what’s diferrent e.g
name, job title, salary,
etc.
- Keep Hr, Finance and
the CEO in the loop
for approvals.