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When measuring peoples performance for the purpose of selection there are a number of key issues involved The first section of this essay will explain these issues before explaining how they can be overcome in the second section The final part of this essay will deal with the advantages and disadvantages of using the interview method as a selection tool before concluding the main points Human resource selection is a process that requires the measurement of candidates to enable accurate decision making in making an appointment The goal of the selection system is to select individuals who will perform well on the job The system must be as fair and accurate as possible and must use reliable and valid measures of job applicant characteristics One issue in measuring performance for selection purposes is the reliability of the tests used to measure the individuals The term reliability refers to the consistency of the selection and assessment process in giving the same results and this can be with similar sets of people or with the same people over a period of time If the tests used are unreliable then the sample will contain systematic and random errors A test score is consistent and therefore reliable if random error is low and there are minimal fluctuations in observed scores The ideal situation is for the test scores to be free from systematic and random error There are three main methods of assessing reliability each using the correlation coefficient as the index of reliability with 08 or higher being considered good The three methods are Test-retest - This method examines the consistency of a selection tool over time The correlation is computed between the time 1 score and the time 2 score This correlation is called the coefficient of stability Parallel forms - This method of assessing reliability is appropriate when two versions of the same selection tool are used The correlation between scores for
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