In testing a new pre-employment assessment, how is Concurrent Validity established?

• A. Concurrent Validity is tested by giving the assessment to applicants and tracking their future performance after hire.
• B. Concurrent Validity is tested by administering the assessment to current employees regardless of performance.
• C. Concurrent Validity is tested by giving the assessment to current high-performing employees.
• D. Concurrent Validity is not evaluated during selection testing.

Answer: (C)

Concurrent validity is about showing that a new pre-employment test relates to performance measured at the same time. To establish it, you administer the test to individuals who are already on the job and then compare their test scores to current performance data (such as ratings or output) collected at the same time. If higher test scores align with higher performance, you’ve demonstrated concurrent validity for that role.

The option describing giving the assessment to current employees and using their current performance as the criterion fits this idea. It uses people who are already working and shows how the test scores correspond to how well they perform right now. In practice, it’s best to include a range of performance levels to avoid a restricted sample, but this approach captures the core concept of concurrent validity.