Question: Please describe how you calculate the selection ratio for different recruiting sources. In your opinion, when is a selection source no longer useful (at what

Please describe how you calculate the selection ratio for different recruiting sources. In your opinion, when is a selection source no longer useful (at what selection ratio percentage would you stop using a source?) How can a selection ratio be used to show HR efficiency? Please define validity and reliability with regard to employee selection tools. Why are these concepts important? In conjunction with the selection ratio, why do you also need to assess the validity and reliability of selection tools? For example, if I am obtaining an acceptable number of candidates from a source, but none of those candidates last longer than six months on the job, what problem does this indicate?

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