Introduction
The selection process is a deliberate effort to help the organization find suitable candidates who are likely to perform with maximum effectiveness (Aquinas, 2009). The design of the selection process becomes even more critical when hiring refugees from the African Community Center of the Ethiopian Community Development Council (ECDC/ACC). While this refugee resettlement agency provides the Commercial Food Safety and Service (CFaSST) program to help refugees get training in the hospitality industry and ultimately find a job, the capstone of the course is to have the CFaSST students serving for the “Wines of the World” class dinner (or the Dinner) at University of Denver. Aware of the various cultural background and English ability …show more content…
Validity and Reliability of Selection Tools
The four selection tools were also examined to depict their reliability and validity. Reliability can be defined as the “degree to which an assessment tool produces stable and consistent results” (Phelan & Wren, 2016). To have reliability, the selection process should be based on the same criteria. Validity is described as the amount of accuracy measured by an assessment tool (Phelan & Wren, 2016). Validity cannot exist without reliability, as it accounts for how much a measure can depict job performance (Gomez, Balkin & Cardy, 2016, p. 180).
For the application part of our selection process, we found that our process was reliable but not valid. We used the exact same criteria for every application, meaning that the process was reliable since reliability is based on a measure of consistency (Kleiman, n.d.). However, our application rating was not valid because we did not have the same scores for each applicant as we all interpreted each question differently. For example, the application asks for special skills and proficiencies (Appendix C). The design of this question did not allow for an accurate measurement of the assessment. Having options for “one skill listed with some description” or “3+ skills listed and very detailed” left room for issues with validity. We should have had a precise definition of what “some description” or “very detailed” meant, as each of our interpretations were different. Validity was compromised because …show more content…
Unfortunately though, there was an issue of controlling the differences between the applicants who spoke English well, and those who did not (Molano, 2007, p. 23). As English was a qualification for the FOH Manager position, we assumed that we would be able to have a successful test. Out of the three highest scorers of the applications, Kelemework (Kelemu), Zahra, and Maria Isabelle, we found that one did not speak English. We then had to replace that candidate with another, Pierro. We were under the impression that his English skills were strong. During the selection process, we found differently. Thus, there went the reliability of or cognitive ability test. We had to explain the test to Pierro multiple times, and even then, he was still unable to comprehend. After the test was over, we asked him some detailed questions that he was also unable to understand. Doing so meant that validity was lost, as it was no longer an accurate measure of performance because we were unable to get the data we needed from each candidate. The same situation took place with our structured interviews. We expected to be able to ask the questions once and hear answers. However, we had to repeat some of the questions for all three candidates, especially for Pierro. This repetition meant that again the interview lacked reliability. If it were reliable, it would not be valid because our rating scale was based on the description of
The selection process is a deliberate effort to help the organization find suitable candidates who are likely to perform with maximum effectiveness (Aquinas, 2009). The design of the selection process becomes even more critical when hiring refugees from the African Community Center of the Ethiopian Community Development Council (ECDC/ACC). While this refugee resettlement agency provides the Commercial Food Safety and Service (CFaSST) program to help refugees get training in the hospitality industry and ultimately find a job, the capstone of the course is to have the CFaSST students serving for the “Wines of the World” class dinner (or the Dinner) at University of Denver. Aware of the various cultural background and English ability …show more content…
Validity and Reliability of Selection Tools
The four selection tools were also examined to depict their reliability and validity. Reliability can be defined as the “degree to which an assessment tool produces stable and consistent results” (Phelan & Wren, 2016). To have reliability, the selection process should be based on the same criteria. Validity is described as the amount of accuracy measured by an assessment tool (Phelan & Wren, 2016). Validity cannot exist without reliability, as it accounts for how much a measure can depict job performance (Gomez, Balkin & Cardy, 2016, p. 180).
For the application part of our selection process, we found that our process was reliable but not valid. We used the exact same criteria for every application, meaning that the process was reliable since reliability is based on a measure of consistency (Kleiman, n.d.). However, our application rating was not valid because we did not have the same scores for each applicant as we all interpreted each question differently. For example, the application asks for special skills and proficiencies (Appendix C). The design of this question did not allow for an accurate measurement of the assessment. Having options for “one skill listed with some description” or “3+ skills listed and very detailed” left room for issues with validity. We should have had a precise definition of what “some description” or “very detailed” meant, as each of our interpretations were different. Validity was compromised because …show more content…
Unfortunately though, there was an issue of controlling the differences between the applicants who spoke English well, and those who did not (Molano, 2007, p. 23). As English was a qualification for the FOH Manager position, we assumed that we would be able to have a successful test. Out of the three highest scorers of the applications, Kelemework (Kelemu), Zahra, and Maria Isabelle, we found that one did not speak English. We then had to replace that candidate with another, Pierro. We were under the impression that his English skills were strong. During the selection process, we found differently. Thus, there went the reliability of or cognitive ability test. We had to explain the test to Pierro multiple times, and even then, he was still unable to comprehend. After the test was over, we asked him some detailed questions that he was also unable to understand. Doing so meant that validity was lost, as it was no longer an accurate measure of performance because we were unable to get the data we needed from each candidate. The same situation took place with our structured interviews. We expected to be able to ask the questions once and hear answers. However, we had to repeat some of the questions for all three candidates, especially for Pierro. This repetition meant that again the interview lacked reliability. If it were reliable, it would not be valid because our rating scale was based on the description of