Corvirtus test answers

PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

Hello, thank you! Please use critical thinking, good grammar and do not plagiarized, thanks.

1. As the new HR generalist for Lyssna Audio, you are asked to implement a structured interview. Managers want to know if you think it will select future high performers. How do you show this using criterion validation.

Gatewood et al (2011) state that criterion validation is to be used to “address the issue of ‘test fairness’ or the comparative performance of various groups on a particular test.” Validity is of special importance, as it refers to “how accurately a selection system predicts performance on the job” (“Structured,” 1999). Validity directly relates to another term: reliability.

Reliability refers to “how consistent results are over time and on a wide range of people” (“Structured,” 1999). Whereas unstructured interviews tend to allow interviewers the freedom to ask whatever questions (permissible by law) that they want, they don’t always involve more in-depth questions that might explain why candidates respond the way they do – leaving employers essentially in the dark with respect to how these potential employees might perform (“Structured,” 1999). If a system is more structured, it is also more reliable; Two different people interviewing the same candidate(s) should ideally receive the same responses (“Structured,” 1999). While unstructured interviews explain only 14 percent of an employee’s performance, structured interviews give both the employer and candidate a better experience and are generally regarded as the most fair (Bock, 2015). Using criterion validation, it would be easy to determine the relative fairness of structured interviews (a set assortment of questions) as opposed to an unstructured interview, where the employer could essentially be all over the place with their inquiries.