Certified Human Resource Professional (CHRP) Practice Exam

Which type of validity is the determining factor for choosing a selection test for recruitment purposes?

1. Face validity.

2. Content validity.

3. Construct validity.

4. Criterion-related validity.

The correct answer is: Criterion-related validity.

Criterion-related validity is crucial when selecting a test for recruitment purposes because it assesses how well the test predicts relevant outcomes, such as job performance. This type of validity involves comparing test scores with job performance metrics, thereby providing evidence that the selection test is a good indicator of how a candidate will perform in their role. For HR professionals, ensuring that a selection test has strong criterion-related validity means that the test not only measures relevant skills or traits but also correlates significantly with actual job performance outcomes. For recruitment, this is vital because using a test that has demonstrated criterion-related validity increases the likelihood of making successful hiring decisions, ultimately leading to better employee performance and retention. It focuses on the practical implications of the test results, aligning with organizational goals of selecting candidates who are most likely to succeed in their roles based on empirical evidence. Other types of validity, while important in their own contexts, do not directly address the practical relationship between test performance and job success to the same degree as criterion-related validity. Face validity, for example, refers to how suitable a test appears at face value, which does not guarantee that it will predict job performance accurately. Content validity focuses on whether the test covers the relevant subject matter adequately, and construct validity assesses whether the test