In the employment context, validity refers to how well a measure relates to job performance. There are two broad approaches to validating these measures. First, there is criterion$-$based validation, which attempts to assess validity by comparing the statistical correlations between measures and performance. This can be achieved through a process of concurrent validation and predictive validation. Concurrent validation includes techniques to correlate test scores and job performance. Predictive validation establishes the relationship between an applicant$$s test score and their eventual performance on the job. A second approach is content validation that requires expert judgment to assess the validity of the question or approach.

This activity is important because validating selection and placement criteria helps organizations identify individuals who will be successful in particular jobs.

Read the description and match it with a validation technique.

This is the best approach when there is a small number of employees.

Content validity

A candidate for a dental hygiene position is asked to work one day on a trial basis.

Content validity