Final answer:
Yes, it is true that hiring tests should be both valid and reasonable within evidence-based human resources practices to ensure they measure candidates' abilities effectively and make the hiring process fair and practical.
Step-by-step explanation:
Tests administered for hiring purposes should indeed be both valid and reasonable if used by a firm that adheres to evidence-based human resources. A valid test ensures that it measures what it is supposed to measure. In the context of employment, this means the test should accurately assess a candidate's ability to perform the duties required by the job. In terms of being reasonable, the test must not only be fair and just but also practical in its application to the hiring process.
Moreover, firms wishing to reduce bias and make equitable hiring decisions must ensure their hiring tools align with professional and ethical standards. This includes basing hiring decisions on relevant knowledge, skills and abilities (KSAs), rather than on factors such as physical appearance, personal biases, or non-job-related characteristics. Selection processes that rely on validated methods, such as structured interviews and skill assessments, help in making more reliable and unbiased hiring decisions.
Therefore, the assertion that tests must be valid and reasonable for hiring purposes in evidence-based human resources principles is True.