Answer to Question 1
FALSE
Answer to Question 2
Reliability refers to how dependably, or consistently, a measure assesses a particular characteristic. Validity is the most important issue in selecting a measure. It refers to how well a measure assesses a given construct and the degree to which specific conclusions can be made or predictions based on observed scores. Validity is the cornerstone of strategic staffing. Obviously, if the measures are low in reliability (taking into account the type of reliability being considered) then validity is difficult to establish.
Both are critical to staffing because effective staffing systems use high quality data to infer relationships and make predictions. It is difficult to identify determinants of job success if the data is low in reliability and validity. As a result, the measures will not be useful. Reliability is also important because it ensures that the scores and data used are representative of people's true scores. Validity is also important because it ensures that the tests are measuring what is being measured and that the assessments are useful for predicting job related outcomes. Thus, validity establishes the legal defensibility of the staffing system. Ultimately, high-quality talent can be predicted using various kinds of tests, then they give a competitive edge over firms that do not use valid tests for selection. Reliability and validity increase the likelihood that employers will be able to predict high quality talent.
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