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…

Construct-related validity measures abstract psychological traits or constructs, not the direct performance of observable, job-specific tasks.

Predictive validity correlates selection scores with future job performance outcomes measured after hiring, rather than sampling actual job tasks during the selection process.

Criterion-related validity links assessment results to external performance criteria or benchmarks, not to demonstrating the literal tasks of the target job.

Content validity is demonstrated when the selection method samples or mirrors the actual tasks, tools, and knowledge used on the job. Requiring a graphic designer to use design software and produce a brochure during the interview directly replicates core job duties, making this a textbook example of content validity - the assessment content is drawn directly from the job content itself.