Predictive Validity in Hiring Processes

This assignment delves into the concept of predictive validity within the context of organizational development. It emphasizes the significance of selecting suitable candidates through effective interviews aligned with organizational needs. The role of predictive validity in assessing a large number of applicants and boosting interview efficiency is highlighted. The document draws upon various academic sources to support its arguments.

Managing Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource is an individual or group of individuals work for managing and
coordinating various works and processes to achieve desirable objectives. HR is an individual
which deals with many concepts or factors such as recruitment and selection, compensation,
training and development and performance management are key aspects that should be
concerned by them. Manage all people and their related activities are their major task and
responsibility to achieve better outcomes. Cooperation and coordination brings harmony in their
work and activities to achieve desirable outcomes. This report is based on attributes to
effectively manage by selecting best candidate according to the need and want of the
organisation. In addition to it focuses on phrases of selecting best candidate's with help of
predictive validity in and organisation.
MAIN BODY
Human resources is and individual who manges or operates various works and activities
of personnel and organisation to attain goals and objectives. In case of organisation the choose
their manpower according to the their requirement and adopt method of selection that fulfil their
demands in appropriate way. There are different methods and tools that help in selecting best sort
of applicants by selecting best Cvs from the sort of forms, by online screening and then short-
listing, interviews and then psychometric test that are very important steps to select the best

candidate (Armstrong and Taylor, 2014). This report emphasis on selection of candidate's with
help of traditional interview that enables in potential skills and knowledge according to
organisational needs and wants.
Traditional method of interview:
Traditional interview is an method of selection best candidate's that helps in giving right
kind of knowledge and information in less stressful milieu in comparison to other source of
selection. The nature of that interview is straight forward and give major attribute of an
individual personality and traits (Bailey and et. al., 2018). Traditional interviews emphasise on
different conditions or circumstances that are hypothetical in nature and revert of an individual
helps in taking important judgement to select an candidate's. It is one of the most common
method selection large sequence of potential questions should be ask that are very important for
an interviewer. It give thorough knowledge about an candidate's and helps in taking important
decision.
Process of traditional interview:
Every method of selecting the candidate's is best but according to need of an organisation
, they have to select different methods and every method has an definite path to get desirable
outcomes. There are few steps that enables an candidate that are as follows:
Screening interview:
in that phrase of traditional interview an potential candidate's should be selected with
help of publishing, printing by print media, text messages and posters to reach at large consumer
base. It is very much important for both the individual and group of individuals to select best
candidate who want to start work. Above mentioned sources to increase awareness should be
spread in all places to give information to relevant people. In that message relevant information
such as give appropriate knowledge of their people of different backgrounds, experience and
salary with job location are the basics that should be mentioned in it (Brewster and Hegewisch,
eds., 2017.). It is the best source to bring awareness and knowledge to potential candidate's to
select best candidate's out of large no. of job applications. It is also very much fruitful for an
candidate's that it can also select from different backgrounds. Traditional method of interview is
one of the best method to select best candidate's by evaluating their skills and traits and
background check then take appropriate decision. The main source of traditional interview

method is by local newspaper advertisement, postings in offices and temp agencies with hiring
from an internal source that all helps in selection of best candidate from large no. of candidate's.
Face to face interview or first round of interview:
face to face is one of the most usable and frequent method to interact with candidate's in
direct manner with kind of candidate's. In that step interview should be taken by an HR manager
and they ask some questions that are beneficial to take appropriate decision. In that phrase they
asks some questions which gives the answer of their skill set, work history and talent and give
important insights (Brewster, Chung and Sparrow, 2016). In that phrase of interview some
relevant questions should be inquire by an interviewer to take appropriate decisions that are as
follows:
Tell something yourself?
Factors or attributes that give you the motivation and increase the productivity level?
What you know about that industry or work background?
Why you leave your previous job?
Goals and objectives that want to achieve in future?
These are the question that are ask in situation of traditional environment to achieve desirable
outcomes. That give best attribute to attain knowledge and information about candidate's to
achieve goals and objectives.
Final interview:
final interview is last and important step to find out potential key areas of an applicant to
know about that particular applicant is suitable for the job or not. Interviewer collects various
types of knowledge and information during the interview and judge that it should be met with job
requirement and handle various issues or concerns that are relevant according to the situation by
collecting important attributes.
Job offer and background check:
this is the final and last stage of traditional interview in which they offer in contingent
manner by providing appropriate information and copies of qualification that are relevant to
scenario. In that step of traditional interview interviewer check the background and CV of that
person that is right or relevant and not any criminal case on that (Briscoe, Tarique and Schuler,
2012. ). In case of interviewer if they satisfy with the candidate's offer them the packages that
satisfy the applicant. Interview method or process depends on organisation sometimes it rely on

position and capabilities of the organisation. That decision should be taken by judging after first
round of interview to achieve desirable outcomes.
Effectiveness of traditional interview:
Traditional method of interview is one of the most important method to select best
candidate's and it majorly serve two motives that are it gives important knowledge and
information to both interviewer and applicant to judge to each other and take relevant decision
according to the situation (Budhwar and Debrah, eds., 2013). It is one of the best method that
give important information while selecting an candidate. The another important advantage that it
enables in checking their potential values and philosophies that are necessary to attain desirable
outcomes and goals. It check the values and ethics and decision making power of an candidate
by knowing each other. So that it gives important knowledge and information in taking best
decision according to organisation.
Predicative validity:
it is an set of criterion that use in perspective of pre employment testing for predictions
for future performance of an individual. It is the method or tool for proof reading testing and
their relevant outcomes. The one of best way to predict validity is to establish long term validity
employment test to judge different aspects. It can be possible by collecting and correlating
results of assessment with the potential behaviour. It should be supported by various tools and
techniques that are as follows:
A scale named as depression outcome that give important knowledge and insights for pre
employment testing enables in judging predictions and their results. Validity is significant factor
that use for eradicate problems or issues at time of selection of test. The validity is use for test
and their characteristics with talk about qualification and requirements to get scores. It is directly
related with the test performance but not capable to accomplish at right time. It is also concerned
with outcomes that are related with individuals and their scores of job performance (udhwar and
Debrah, eds., 2013. ). It predicts utility of test and circumstances that is good and dynamic
enough. The selection method in which interview is one of the best method to judge the
candidate's by verbal ability at time of interview. It is one of the most frequent usable method
that helps in enhancement of predicative validity by quantitative research. It is based on high
manner validity for both an interviewer and interviewee to get desirable outcomes. There are
many methods that increase validity of an interview and various other methods that is highly

specialized that is appropriate according to situation and their consequences. Interview should
possess high predictive validity when an candidate skill is highly skilled and select after
observing and synthesizes the information and knowledge to predict validity (Buller and
McEvoy, 2012.). Sometimes interviews are low structured and not give appropriate knowledge
to candidate and give dissatisfaction to candidate's. If the structure is not structured then its is
very hazardous to collect information and knowledge about the candidate in appropriate manner.
To get desirable outcomes trustworthy validity testing is crucial and obligatory. In some cases
correlation not directly connect with calculation and interviewers focused on various factors that
increase the validity by selecting selection decision to compensate to one another. It gives
negative results in predicator and correlate with outcome. In some cases data and information not
available in appropriate format of rejected candidate's so it hinders and restricted. In some cases
both the situation should be ignored and treat in superficial way that is the reason of proper
communication in researchers and statisticians to grab information. To overcome from these
concerns harmonious results should be obligatory to reach at actual outcome. In some cases
validity should be access and positive results can be achieve. Further there are different measures
that helps in predictive validity that results should be achieve.
Quantitative review of interview validity:
for increase validity of an interview always need to examine various aspects that helps in
increase the efficiency by reducing deficiencies in proper manner. By evaluating different
aspects in which supervisor ratings, training methods and their desirable outcomes, time period t
accomplish tasks with relevant behaviour. These all factors provide important information and
insights in taking desirable outcomes.
Need for quantitative reviews:
Enhancement of predictive validity is an important aspect with help of various interview
phrases by quantitative review and research. In first manner employment interview should be
conducted and other one is screening of various devices. These attributes can not be differ on
basis of performance of job, training and development methods and accomplishment of work.
Content and information collected:
there are various aspects to increase predictive validity, one of them is interview and its
content at time of interview. There are different situations, job related performance and
psychology plays important role (Chelladurai and Kerwin, 2017). The questions and

conversation totally depends on capabilities of an individual and requirement of an organisation.
These are all important factors that helps in increase predictive validity in different situations. It
is very significant for predictive validity to enhance outcomes that taken by an interviewer.
Further to increase validity lot of investment in time and money is require to reach at desirable
outcome. In some cases criteria or scores not match with the situation that impacts adversely on
organisation growth (Drucker, 2012.). Hence it has both positives and negative aspects to get
accurate results and desirable outcomes in context of organisation. Results give important
insights that predictive validity related to predictions for performance of job simulation at the
selection centre to take strong judgements. Although some restrictions should be imposed
regarding the range and outputs shows about short listing process is an effective to identify about
best applicants who should be perform and their relevant selection process. That builds the
encouraging evidences that set an selection system that helps in successfully selection of right
kind of candidate's who want to become an effective results in their career. High fidelity centre
of selection should be provide by interpersonally oriented attributes that are proficient in
empathy and communication skills and can give most valuable contribution by using selection
method. Sample size and their response rate is one of the most important factor that helps in
analyse the impacts and the caution should be determined in that aspect. It is helpful in collecting
various problems and their relevant solution to take various measures to deal with many situation
that can be happen in future (Tharrison and Lock, 2017). To collect various information and
knowledge they have to conduct various interviews by the extent of standardization. In context
of organisation they have to take different types of interviews in which oral interviews and
sometimes the written exams also conducted by them to acquire important knowledge and
information to take relevant decisions. To achieve various various goals and objectives they have
to conduct structured interview which helps in achieve desirable outcomes and results in adverse
situations. Unstructured interviews gather or collect information of an applicant in less structured
way that gives not appropriate results that are very necessary for organisational growth and
enhancement, in case of increase the predictive validity they have to schedule interview and
questions should be specified previously and there is seldom formalised scoring guide (Kehoe, R
and Wright, 2013.). To get effective results not same questions should be asked from all the
candidate's and difference in interview structure should determine. In structured interviews
should be more beneficial from the unstructured format to grab wide range of information for

them. These differences are hypothesized and highly validate in structured interview. To increase
the validity need to focus on relevant studies. To increase the predictive validity they have to
according to the employees or job applicants to acquire right kind of people in organisation and
develop and enlarge market to grab large opportunities. In case to increase predictive validity
organisation have to hierarchical analysis of work and activities so that they can transfer orders
and achievements to grab attention of their consumer base and enhance the validity of project
and interview. To increase the predictive validity organisation have to use artificial intelligence
which an major factor to get reliability and accuracy in results to get desirable outcomes in
getting accurate results and grab attention for increase predictive validity to enhance value and
growth in that is essential for an individual to get right kind of information and data to
applicants.
CONCLUSION
From the above report it has been concluded that human resource is an important factor
to determine the value and importance and their major contribution in organisational
development. Efficiency and effectiveness should be accomplish by complying and coordinating
various works and activities to achieve desirable outcomes. To attain goals and objectives they
have to select best candidate's and in that traditional method of interview that should be select
after accessing organisational needs and wants. To enhance productivity level of interviews
predictive validity is very important to access at large no. of consumers and increase the
efficiency level.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Drucker, P., 2012. The practice of management. Routledge.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.

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