Describe criterion-related validity and provide an example.

• A. Validity based on the correlation between test scores and an external criterion; e.g., test scores predicting job performance.
• B. Validity based on the correlation between two unrelated constructs.
• C. Validity based on expert judgment alone.
• D. Validity based on the length of the test.

Answer: (A)

Criterion-related validity measures how well test scores line up with an external outcome that matters for what the test is used to predict or select for. The key idea is that the test should relate meaningfully to real-world criteria, such as job performance. If people who score higher on the test tend to perform better on the job, the test demonstrates criterion-related validity. This can be predictive validity (the criterion is measured after testing, like future job performance) or concurrent validity (the criterion is measured at the same time as the test). For example, a hiring test is given to applicants, and their later job performance ratings are correlated with their test scores to see if the test predicts performance. Other options don’t fit because they either relate unrelated constructs, rely solely on expert judgment without an outcome measure, or focus on test length rather than a meaningful outcome.