Concurrent and predictive validity: correlating your assessment with real outcomes, and the correlation numbers worth bragging about.
Criterion validity checks whether assessment scores line up with an outside standard that matters—current performance (concurrent) or future results (predictive). It's the validity type hiring managers and sponsors actually ask for.
r = correlation between assessment scores and criterion outcomes (point-biserial for pass/fail criteria).
A readiness assessment correlates .48 with 6-month quota attainment—modest by psychometric standards, but strong enough to change hiring decisions.
When your score stakes a prediction: selection, promotion, risk, churn. No criterion data, no prediction claim.
Correlations above .70 with a live outcome usually mean criterion contamination—the criterion absorbed the predictor.
.30-.50 is typical and useful for group decisions; .60+ is rare and worth auditing for leakage.
Concurrent validates against today's performance (fast, cheap); predictive against tomorrow's (slow, decisive).
Turn the concept into a live assessment：Criterion Validity
Browse templates →