Rock the PHR Exam 2026 – Unleash Your HR Superpowers!

Criterion-related validity is best described as the relationship between job performance and a selection device. This type of validity assesses how well a selection tool, such as a test or assessment, can predict future job performance. The core concept behind criterion-related validity is to ensure that the measurement used in the selection process is significantly related to how well candidates perform in their job roles. For example, if a cognitive ability test is used to hire for a complex job and the new hires perform better than those selected through less valid methods, it would demonstrate strong criterion-related validity for that test.

The other options focus on different aspects of human resources practices. Revising job descriptions relates to the clarity and alignment of roles within an organization, while assessing employee satisfaction pertains to employee engagement and workplace morale. The standardization of interview questions is about ensuring consistency in the hiring process, which is important but does not directly measure the accuracy of a selection device in predicting job performance. Thus, A stands out as the only option that directly ties the effectiveness of selection instruments to actual job outcomes.