Which statement best differentiates content validity from criterion-related validity in selection?

Which statement best differentiates content validity from criterion-related validity in selection?

• A. Content validity shows the test covers the job's content; criterion-related validity shows the test predicts job performance outcomes.
• B. Content validity shows the test predicts job performance; criterion-related validity shows the test covers the job content.
• C. Content validity shows the reliability of the test across time; criterion-related validity shows the test predicts job performance outcomes.
• D. Content validity shows the test is unbiased; criterion-related validity shows the test predicts job performance outcomes.

Answer: (A)

In selection, the key distinction is what the validity type actually demonstrates about the test. Content validity shows whether the test items align with and cover the actual tasks and duties of the job. It’s about representativeness of the job content—experts compare the test content to a detailed job analysis to ensure essential tasks are sampled. Criterion-related validity, on the other hand, looks at whether test scores relate to or predict job performance. This is demonstrated by showing a meaningful correlation between test results and performance criteria (either current performance for concurrent validity or future performance for predictive validity). So the best choice says the test covers the job’s content for content validity, and it predicts job performance outcomes for criterion-related validity. The other ideas mix up what each type measures (reliability, bias/unbias, or predictive ability as a property of content validity) and don’t fit how these validity concepts are defined.

In selection, the key distinction is what the validity type actually demonstrates about the test. Content validity shows whether the test items align with and cover the actual tasks and duties of the job. It’s about representativeness of the job content—experts compare the test content to a detailed job analysis to ensure essential tasks are sampled.

Criterion-related validity, on the other hand, looks at whether test scores relate to or predict job performance. This is demonstrated by showing a meaningful correlation between test results and performance criteria (either current performance for concurrent validity or future performance for predictive validity).

So the best choice says the test covers the job’s content for content validity, and it predicts job performance outcomes for criterion-related validity. The other ideas mix up what each type measures (reliability, bias/unbias, or predictive ability as a property of content validity) and don’t fit how these validity concepts are defined.