Certified Professional in Talent Development (CPTD) 2025 – 400 Free Practice Questions to Pass the Exam

Criterion validity is crucial in evaluating how well a specific assessment correlates with an external standard or benchmark, often referred to as a criterion. This characteristic is essential because it establishes whether the assessment accurately measures what it is intended to measure against a known variable. For instance, if a new selection test for hiring predicts job performance effectively, it should correlate significantly with performance metrics from actual employees.

In terms of the other options, assessing the effectiveness of a training program over time doesn't directly relate to criterion validity; rather, it pertains more to evaluating the outcomes of training interventions. Predicting future behaviors or outcomes, while significant, is more aligned with predictive validity—a subtype of criterion validity focused on forecasting. Lastly, measuring consistency of results relates to reliability, which is a different psychometric property entirely, emphasizing the stability of scores over time or across different contexts. Understanding these distinctions is vital in the broader context of validating assessments and ensuring their effectiveness in talent development practices.