3. Be able to explain the concepts of reliability and validity.167Reliability and validity are forms of measurement used in personnel selection. Personnel selection is a method used by the organization to determine who will or will not be allowed to be part of the company. Organizations will use reliability, validity, generalizability, broad utility, and legality to make their decisions. Reliability is a measure that determines the extent to which a measurement is free from random errors. This form of measurement provides a stable and uniform result. For example, if a company uses an intelligence test, workers' results must be consistent over a long period of time. This method will use correlation coefficients, which use statistical measures to determine which duplicate groups of numbers are correlated. When the number is higher, it will signal a higher association and one will have a positive connection. Reliability is used to determine whether the company is measuring accurately. However, this method does not answer whether the company is measuring something that makes sense. For example, a company needed a customer representative and required candidates to have a degree in biology. The company posted the position and no one applied. Ultimately, the company realized that a degree in biology was not a relevant criterion for a customer representative position. The company rethought the criteria and hired someone who didn't have a biology degree. Validity measures performance, as test scores, are related to the measurement of job performance design. For example, if individuals consistently score sixty words per minute on a keyboard test and receive a high rating for performance on a data entry job, the company...... middle of paper .. .... double is well spoken, then they can be considered intelligent. Whereas a person who does not express themselves well can be considered to lack motivation. Halo error is another type of error and occurs when the bias is in an advantageous direction. For example, workers are told that they have nothing to improve. A horn error occurs in case of negative notes. For example, this mistake can make workers frustrated and defensive. The last error is known as the recency effect. It occurs when employees are evaluated on their most recent activities and performance. This error can cause negative feedback during performance reviews. Individuals make these errors inadvertently and there are methods to reduce these errors. For example, individuals can be trained by watching videos on scenarios and making notes. This will reduce rating errors in performance reviews..