Ever wondered if your hiring tests actually predict on-the-job performance? Or if that customer satisfaction survey truly reflects what customers think? That's where criterion-related validity comes in! It essentially asks: does your test or assessment *actually* correlate with the real-world outcome it's supposed to predict (the 'criterion')?
There are two main types: **Concurrent validity** measures if your test scores correlate with current performance (like comparing a sales aptitude test score to current sales figures). **Predictive validity**, on the other hand, checks if your test accurately predicts future performance (like using college entrance exams to predict future GPA). A strong correlation between your test and the criterion indicates high criterion-related validity, meaning your test is a reliable indicator of future or current success. If the test lacks this validity, it may not be a useful or fair evaluation tool.
