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Construct validity focuses on how well a selection device measures a theoretical construct or trait that it is intended to assess. This means that if a hiring test claims to measure a specific ability—such as problem-solving skills or creativity—construct validity assesses whether the test truly reflects that ability rather than measuring something else.

For instance, if a selection instrument is designed to evaluate a candidate's leadership potential, robust construct validity would imply that the test seems to genuinely gauge traits like decision-making skills, interpersonal effectiveness, and the ability to inspire others. This is crucial because utilizing a selection tool that lacks construct validity could result in hiring candidates who may not actually possess the capabilities deemed necessary for success in the job, thereby compromising the effectiveness of the selection process.

Other aspects, while relevant in selection contexts, do not pertain to construct validity. For example, the degree of candidate availability relates more to external labor market factors, while the actual skills required for a job pertain to job analysis. Furthermore, consistency of results over time refers to reliability, which is a different measure of a selection device's effectiveness.