Which type of validity indicates stronger ties to job performance?

Predictive validity is a crucial concept in measurement and assessment, particularly in determining how well a test or selection procedure predicts job performance. This type of validity is established by correlating scores from a selection method, such as an assessment or test, with actual job performance outcomes measured later. The strength of predictive validity lies in its ability to forecast how individuals will perform in their jobs based on their assessment results, thereby providing a clear link between the selection process and real-world performance.

The reason predictive validity indicates stronger ties to job performance is that it focuses on the future performance expectations of candidates after they have been hired. By following up with actual performance data over time, organizations can see if high scorers on a selection test truly excel in their job roles. This forward-looking aspect supports better organizational decisions in hiring and personnel development.

Understanding predictive validity helps companies ensure that they are selecting candidates who not only perform well in tests or assessments but also translate those abilities into effective job performance, thereby enhancing the overall effectiveness and efficiency of the workforce.