When evaluating criterion-related validity, what is typically used as the comparison benchmark for a selection instrument?

When evaluating criterion-related validity, the typical benchmark used for a selection instrument is a measure of individual job performance of the participants. This approach directly assesses how well the selection instrument predicts actual job outcomes. By comparing the scores obtained from the selection instrument to the on-the-job performance of employees, organizations can determine whether the instrument is effective in predicting future performance.

Utilizing performance data allows researchers and practitioners to validate whether a selection tool is accurately identifying candidates who will succeed in their specific roles. This is essential for ensuring that the selection process contributes effectively to hiring decisions.

Other options, such as participant education levels, previous interview ratings, or demographic data, do not provide a direct or reliable measure of how well the selection instrument correlates with actual job performance. Each of these aspects may influence hiring decisions or performance but does not serve as a strong benchmark like job performance does in the context of criterion-related validity.