Several generic standards should be met for any selection process. One such measure is validity, the extent to which a performance measure assesses all the relevant$$and only the relevant$$aspects of job performance. Another is reliability, which is the extent to which a measurement is free from random error. A reliable measurement generates consistent results. Reliability is a necessary but insufficient standard for validity. A thorough understanding of validity helps determine the underlying rationale of many legal standards.

Consmart University needs to hire two professors: an English instructor and a physical education instructor that will also serve as the lead soccer coach. The English instructor will work exclusively in the classroom, while the physical education instructor will work in the classroom, but he$/$she will also be responsible for the soccer team at practices and as they travel to games. There are four people applying for each position. The university will be using several methods in their selection process.

Read the case below and answer the questions that follow.

The school assembles an interview panel, and each panelist is free to ask any questions as long as they are legally permissible.

Reliable

All applicants provide friends and family members in their list of references.

Valid

The university implements a new selection tool for its admissions department and is using it as part of the selection process for applicants.

Neither

All of the PE position applicants are asked to perform the same physical ability test.

Valid

All of the applicants will be taking a personality inventory $($test$).$

$($Click to select$)$

The four applicants for the PE department position are asked to take a drug test.

$($Click to select$)$

For the PE position, a physical ability test will be part of the selection process, where each person chooses and demonstrates activities in which he$/$she excels.

$($Click to select$)$