ernatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to me

Human resource is one of the most important and influential in the company. How should one choose the staff? Which characteristics are vital when it comes to employee selection? All of these questions will be answered in this article.

An organisation has two key resources, people and money. 'Human beings are the lifeblood of any enterprise. They are the company's most vital asset'. Recruitment and Selection comprise the important HR functions of the organization and should be thought of as a matching process. Selection commences as soon as the applicant responds to an advertisement or makes an unsolicited enquiry. One way to look at the selection process is to view it as a series of obstacles that applicants must clear in order to obtain the job. Each successive obstacle eliminates some applicants from contention. For example, applicant skills can be evaluated through application forms, interviews, tests, and reference checks, letters of recommendation or reference, and physical examinations.To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity. We are going to examine briefly these two key factors and how they influence the process of selection of staff in this essay.

Reliability is the consistency of measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. In short, it is the repeatability of the measurement. We can illustrate it with the example, if an applicant was being interviewed by two managers for a job in two separate interviews, the interview technique should provide some data so that the interviewers agreed with each other about the applicant as an individual. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to mea

ions of the organization and should be thought of as a matching process. Selection commences as soon as the applicant responds to an advertisement or makes an unsolicited enquiry. One way to look at the selection process is to view it as a series of obstacles that applicants must clear in order to obtain the job. Each successive obstacle eliminates some applicants from contention. For example, applicant skills can be evaluated through application forms, interviews, tests, and reference checks, letters of recommendation or reference, and physical examinations.To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity. We are going to examine briefly these two key factors and how they influence the process of selection of staff in this essay.

Reliability is the consistency of measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. In short, it is the repeatability of the measurement. We can illustrate it with the example, if an applicant was being interviewed by two managers for a job in two separate interviews, the interview technique should provide some data so that the interviewers agreed with each other about the applicant as an individual. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to me

tion forms, interviews, tests, and reference checks, letters of recommendation or reference, and physical examinations.To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity. We are going to examine briefly these two key factors and how they influence the process of selection of staff in this essay.

Reliability is the consistency of measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. In short, it is the repeatability of the measurement. We can illustrate it with the example, if an applicant was being interviewed by two managers for a job in two separate interviews, the interview technique should provide some data so that the interviewers agreed with each other about the applicant as an individual. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to me

degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. In short, it is the repeatability of the measurement. We can illustrate it with the example, if an applicant was being interviewed by two managers for a job in two separate interviews, the interview technique should provide some data so that the interviewers agreed with each other about the applicant as an individual. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to me

ernatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual differences between candidates. The statistical analysis of selection techniques normally provides a reliability coefficient which if closer to 1.0, more dependable the technique.

Reliability improves as we increase the number of relevant items that are combined to generate a value. If we wanted to measure maths ability, we could give all candidates one math problem. We would then be able to separate our pool into two groups; those that answered correctly and those that did not. If we were to ask two problems, we would be able to sort the group into four groups and we would have more confidence that the group that answered both questions correctly possessed higher maths ability. Thus our confidence in overall measure would increase as we added each new item. In practice, single item measurements have demonstrated very poor reliability and yield limited information while multiple item measurements yield superior reliability and more information. Three or four well-constructed items can yield a reasonably reliable measurement. The following table illustrates the implications for evaluating screening approaches.