ABSTRACT
Validity, along with reliability, is a concept that provides the scientific foundation upon which we construct and evaluate predictor and criterion measures of interest in personnel selection. It offers a common technical language for discussing and evaluating the accuracy of inferences we desire to make based on those scores (e.g., high scores on our predictor measure are associated with high levels of job performance; high scores on our criterion measure are associated with high levels of job performance). 1 Furthermore, the literature surrounding validity provides a framework for scientifically sound measure development that, a priori, can enable us to increase the likelihood that scores resulting from our measures will be generalizable, and inferences we desire to make based upon them, supported.
