What aspect of a selection system is most likely to be negatively affected when those involved have differing opinions on measuring candidates' work ethic?

The reliability of a selection system pertains to the consistency of its results over time and across different evaluators. When individuals involved in the selection process have differing opinions on how to measure candidates' work ethic, it can lead to inconsistencies in evaluations. For example, one interviewer may weigh punctuality heavily while another may focus on self-motivation, leading to discrepancies in candidate assessments. This inconsistency ultimately diminishes the reliability of the selection system, as it results in varied outcomes for the same candidate depending on the evaluator's subjective interpretation of work ethic.

In contrast, the validity of the system relates to whether the selection method accurately measures what it intends to measure. Differing opinions may not directly affect this aspect unless those views significantly skew the understanding of what work ethic entails.

Fairness is associated with ensuring that all candidates are evaluated based on the same criteria. While differing opinions may introduce biases into some evaluations, the primary concern of inconsistency associated with subjective measures is reliability.

Time management can indeed be affected if interviews become prolonged due to debates over evaluation criteria; however, the core issue of differing opinions fundamentally impacts the reliability of decisions made in the selection process.