Hiring glossary
What is criterion-related validity?
Criterion-related validity is evidence that scores on a selection procedure, such as a test or interview, are statistically related to an important measure of job performance.
It is one of the three kinds of validity evidence named in the US Uniform Guidelines on Employee Selection Procedures, alongside content and construct validity. It is usually reported as a correlation, the validity coefficient, between assessment scores and a criterion such as supervisor ratings, sales results or retention.
There are two designs. In a predictive study, applicants are assessed and hired, and their performance is measured later. In a concurrent study, current employees take the assessment and their scores are compared with existing performance data. Predictive studies match real hiring more closely but take longer. The useful question for any vendor is which criterion their evidence used and how similar those roles were to yours.
Also called: criterion validity.
Example
A company gives a customer support simulation to its new hires and, six months later, compares their scores with quality ratings from ticket reviews. A meaningful positive correlation is criterion-related evidence that the simulation predicts performance in that role.
Related terms
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