You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the…

Criterion-related validity is established by correlating a candidate attribute directly to a measurable job performance criterion. Here, bilingualism is identified as a trait shared by high-performing current employees, and that observed performance data serves as the criterion. Using existing employee outcomes as the basis for a selection requirement is the defining feature of criterion-related validity.

Predictive validity is a subtype of criterion-related validity that forecasts future performance from pre-hire test scores; it is not the broader category being described when using current high-performer traits as the criterion.

Construct-related validity measures abstract psychological constructs such as leadership potential through indirect indicators, not a concrete observable trait correlated with employee performance data.

Content validity verifies that a selection instrument covers a representative sample of the actual tasks and knowledge required by the job, not a statistical link between a candidate trait and performance outcomes.