Predictive Validity
Whether a test's current scores predict future outcomes. The ultimate measure of practical utility — does this test help forecast what will happen later?
Predictive validity (APA Standards, 2014; Cronbach, 1960) measures whether test scores forecast meaningful future outcomes. Big Five Conscientiousness measured in college predicts job performance 10 years later (r=0.25+).
Example: SAT scores have moderate predictive validity for first-year college GPA (r=0.30-0.40) but low predictive validity for career success 20 years later. A personality test has high predictive validity if test-takers' scores today predict job satisfaction, retention, or performance 1-5 years later.
Key distinction: predictive validity requires waiting for the future outcome. To establish it, researchers must measure a sample, then follow them over time. This is why new tests often claim validity (theory-based) but lack proven predictive validity until longitudinal data exists.
JobCannon's assessments are built on tests with established predictive validity (Big Five for job performance, RIASEC for job satisfaction, Myers-Briggs for team dynamics).
Source: APA Standards; Cronbach, L. J. (1960). Essentials of Psychological Testing.