Reliability and Validity In order for research data to be of value and of use, they must be both reliable and valid. Reliability Reliability refers to the repeatability of findings.
Interviews could be over the telephone, video conferencing or through face to face which is the most common means of interviewing. Compared to other methods of obtaining data, interviews have been sampled out to have the lowest level of reliability and validity mostly due to their subjective nature.
Interviews like any other measure of data collection are required to gather the collect information or data.
This is to say that, the data collected from any interview must be valid and reliable so that it will assist the gymnasium in making the right schedules aimed at eliminating and eroding obesity in the area.
In the interview, the interview must remember that they are the biggest determinants of reliability and validity mostly due to their skills. This paper focuses on the advice to Mr. Rodgers on how to increase reliability and validity in his obesity interview.
First and foremost Mr. Rodgers I would advice that you ensure to effectively design your interview questions. Interview questions must not be from outside the topic under discussion but should directly relate to it Canger and Kelman, Again, the questions used among the interviews must be consistent.
When questions are not related to the topic on obesity like they go too personal, the level of validity and reliability of the interview data will be low.
Again, when questions used among the interviewees are not consistent it would mean that each interviewee gave different information which cannot be evaluated in the same way. As the interviewer, ensure that the interview to be conducted is in the same structure and have clear requirements.
This is necessary because in the cases where the interview has a personal liking to the interviewee, the evaluations may be if not structure has been put in place Sullivan, Again, if there is any perception of similarity by you on the interviewee, then this will also affect the evaluations in there.
In this case, information gathered will not be reliable and neither will it be valid as the characteristic of the interviewee has altered it already. Paying attention to non verbal behavior is also another important aspect that as an interviewer must be put into practice. During an interview especially face to face, facial expressions, head movement, eye contact, general body posture and other gestures are very essential non verbal cues.
As an interviewer ensures that such gestures are only concentrated on if they are related to the topic Sullivan, I say this because there are incidents that the interviewee takes control of the interview through the gestures they use and this make the data obtained from them not reliable for evaluation.
Most interviews have ended up with interviewees and their responses being ruled out of the interview information to be evaluated.
This has mostly been associated with the tendency of interviewers to only concentrate on the negative information obtained from the interviewee during their decision making. However, these incidents have proven the interviewers wrong due to their concentration or emphasis on the negative rather than the positive as well Sullivan, As an interviewer therefore, you must be careful on the manner in which you identify the marginal and doubtful interviewees so that you can only reject their information as not being satisfactory.
In this way, the positive information will always remain so as to make the final decision concerning the interview. Basically, it is also important to have a scoring format, have the benchmark answers in advance and concentrate more on quality not quantity of information provided to you.Research shows interview questions based on specific job competencies identified through job analysis as being critical to job success demonstrate high levels of validity, rater reliability, and rater agreement.
The most common methods for developing specific, job-related questions are based on either the situational or behavioral description format. Reliability is a necessary ingredient for determining the overall validity of a scientific experiment and enhancing the strength of the results.
Debate between social and pure scientists, concerning reliability, is robust and ongoing. Validity and reliability of structured interviews can have a large impact on type of person that is employed and also affect the actual security that the person employed is the best suited from all the applicants.
Interview Reliability And Validity Interviews are a very important way to gather data about a person, a situation, a condition or even an incidence.
Interviews could be over the telephone, video conferencing or through face to face which is the most common means of interviewing. Compared to other methods of obtaining data, interviews have been . on reliability, validity, and users' reactions (as summarized in Table 1).
Reliability is concerned with the interview enhances its reliability and validity and, hence, its useful- ness for prediction and decision Recommended Reading Structuring Employment Interviews to Improve Reliability, Validity, and Users' Reactions.
reliability and validity of interviews Validity or face validity is defined as the degree to which the instrument measures what it’s supposed to measure. If an instrument is not reliable over time, it cannot be valid, as results can vary depending upon when it is .