Which validity type is preferred by the EEOC?

The preferred validity type by the Equal Employment Opportunity Commission (EEOC) is predictive validity. Predictive validity refers to the extent to which a test accurately forecasts future performance of individuals. In employment settings, this type of validity is crucial because it assesses how well certain tests or assessments can predict job-related behaviors and outcomes.

This is particularly relevant in hiring practices, where the goal is to select candidates who will perform well in their positions over time. The EEOC emphasizes fairness and non-discriminatory practices in employment testing, and predictive validity helps ensure that the tests used are effective in measuring traits that genuinely relate to job performance. By demonstrating that a test reliably predicts success in the job, employers can support their selection processes as being valid and compliant with EEOC guidelines, thus minimizing the risk of adverse impact on certain groups.

In contrast, while content, concurrent, and construct validity are important and serve specific purposes, they do not provide the same direct relationship to the prediction of future job performance that predictive validity does, making the latter the preferred choice in the context of the EEOC's focus on fair employment practices.