3. Be able to explain the concepts of reliability and validity.167 Reliability and validity are forms of measurement used in personnel selection. Staffing is a method used by the organization to determine who will or will not be able to join the company. Organizations will use reliability, validity, generalization ability, high utility, and legality to make their decisions. Reliability is a measurement that determines how free a measurement is from random error. This form of measurement provides a constant and uniform result. For example, if a company uses an intelligence test, workers' results should be consistent over a long period. This method will use correlation coefficients, which use statistical measures to determine which double groups of numbers are correlated. When the number is higher, this will signal a higher association and you will have a positive connection. Reliability is used to answer whether the company is measuring accurately. However, this method fails to answer whether the company measures something that has meaning. For example, a company that needs a customer representative and requires candidates to have a bachelor's degree in biology. The company posted the job and no one applied. Eventually, the company realized that a bachelor's degree in biology was not an irrelevant criterion for a client representative position. The company redesigned the criteria and hired someone who didn't have a biology degree. Validity measures performance, things like test scores are related to the design measure of job performance. For example, if individuals consistently score sixty words per minute on a keyboard test and score high on a performance score for a data entry job, the company... half the paper... dual is whether they speak well, then they can be considered intelligent. While someone who does not speak well can be considered unmotivated. The Halo fallacy is another type of fallacy and occurs when the bias is in a beneficial direction. For example, workers are told that they don't need to improve anything. While the horns error occurs when there are negative evaluations. For example, this mistake can make workers feel frustrated and defensive. The last mistake is known as the recency effect and occurs when employees are evaluated based on their most recent activations and performance. This error can cause negative feedback during performance evaluations. Individuals make these errors inadvertently, and there are methods to reduce these errors. For example, people can be trained by watching videos of scenarios and making assessments. This will reduce misjudgments in performance evaluations.