The HR manager and the training manager separately interviewed five applicants for a position. They both scored the five applicants very similarly. What is this result an example of?

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BlackTom AI · Accepted Answer

The scenario describes two different interviewers (the HR manager and the training manager) scoring the same five applicants and obtaining very similar scores. This situation involves consistency between raters evaluating the same individuals, which points to the reliability of the measurement across evaluators.

Option 1: 'high concurrent validity' — Concurrent validity refers to the degree to which a test correlates with an established measure of the same construct assessed at the same time. The scenario does not mention comparison with another measure or criterion outcome, only consistency between two raters. Therefore this option does not fit.

Option 2: 'high inter-personal reliability' — Interpersonal reliability generally describes the consistency of measurements when taken by the same person across time or by different people. However, the standard term used in measurement is 'inter-rater reliability' for agreement between different raters, so this phrasing is nonstandard and misapplies the concept.

Option 3: 'high construct validity' — Construct validity concerns whether a test actually measures the theoretical construct it intends to measure, often assessed through relationships with other measures or patterns of results. The given scenario focuses on consistency of scoring between two raters, not whether the test measures the intended construct, so this is not about validity.

Option 4: 'high inter-rater reliability' — This option aligns with the description: two raters scoring the same group of applicants and producing very similar results indicates high agreement between raters, i.e., high inter-rater reliability. The emphasis is on consistency across different evaluators rather than on validity or the existence of a criterion measure.

In summary, the key issue here is agreement among different raters evaluating the same subjects, which most directly matches the concept of inter-rater reliability. The other options either refer to validity concepts or use nonstandard terminology that does not capture the described scenario.

The HR manager and the training manager separately interviewed five applicants for a position. They both scored the five applicants very similarly. What is this result an example of?

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