The outcome measure, called a criterion, is the main variable of interest in the analysis. Criterion validity is split into two different types of outcomes: Predictive validity and concurrent validity. Predictive Validity. One of the classic examples of this is college entrance testing. For example, the validity of a cognitive test for job performance is the demonstrated relationship between test scores and supervisor performance ratings. Predictive validity focuses on how well an assessment tool can predict the outcome of some other separate, but related, measure. SAT and ACT tests used by colleges and universities are an example of predictive validity. The most comprehensive meta-analysis by Frank Schmidt and John Hunter was recently updated (Schmidt, 2016): based on a gigantic data sample. The test scores are truly useful if they can provide a basis for precise prediction of some criteria. The following six types of validity are popularly in use viz., Face validity, Content validity, Predictive validity, Concurrent, Construct and Factorial validity. There are two forms of criterion-related validity: predictive validity and concurrent validity. When the measurement we created has high predictive validity, we will be able to forecast a future scenario based on our understanding of the construct. These are discussed below: Type # 1. Setting the greater theoretical discussion aside, there is plenty of evidence that using structured methods for recruitment (such as personality tests or cognitive tests) has high predictive validity. The difference of the time period between the administering of the two tests allows the correlation to possess a predictive quality. Out of these, the content, predictive, concurrent and construct validity are the important ones used in the field of psychology and education. For example, participants that score high on the new measurement procedure would also score high on the well-established test; and the same would be said for medium and low scores. Like concurrent validity, predictive validity tests an assessment against a criterion.Unlike concurrent validity, this criterion exists in the future. It refers to the degree to which the results of a test correlate to the results of a related test that is administered sometime in the future. If the outcome of interest occurs some time in the future, then predictive validity is the correct form of criterion validity evidence. Predictive validity and concurrent validity are two approaches of criterion validity. Predictive validity studies take a long time to complete and require fairly large sample sizes in order to acquire meaningful aggregate data. Criterion validity describes how a test effectively estimates an examinee’s performance on some outcome measure(s). In order for a test to have predictive validity, there must be a statistically significant correlation between test scores and the criterion being used to measure the validity. Predictive validity is important in the business and academic sectors where selecting the right candidate or accepting the right students is important. Criterion validity is a type of evidence where a survey instrument can predict for existing outcomes. Predictive validity, or more specifically, the ability to predict medication effects—both positive and negative—is the most salient of the types of model validity (face, construct, and predictive) for the evaluation of potential medications. Is a type of evidence where a survey instrument can predict for existing outcomes, predictive validity and concurrent.! Approaches of criterion validity is split into two different types of outcomes: predictive and! Interest occurs some time in the analysis cognitive test for job performance is main. 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