You are an 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 series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?

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A. Construct-related validity Construct-related validity applies when a test is designed to measure an abstract psychological trait - such as personality, cognitive ability, or leadership potential - that is theorized to correlate with job success. Administering a psychological test to evaluate collected and desired behavioral traits maps directly to this validity type, as it assesses an intangible construct rather than observable job tasks or quantifiable performance outcomes.

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B. Criterion-related validity Criterion-related validity links test scores to measurable job performance criteria such as productivity metrics or supervisor ratings, not to psychological trait measurement.

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C. Content validity Content validity ensures a selection instrument samples the actual knowledge, skills, and tasks required by the job, not abstract psychological constructs.

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D. Predictive validity Predictive validity is a subtype of criterion-related validity that correlates test scores with future job performance data, not with the measurement of psychological traits.

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