Which method compares selection test scores to actual job performance?

The method that compares selection test scores to actual job performance is known as criterion-related validity. This approach is fundamental in human resource management and psychometrics, as it helps determine how well a test predicts an individual's job performance based on empirical evidence.

Criterion-related validity is typically established through two types of studies: predictive and concurrent. In a predictive study, test scores are obtained before the candidates are hired, and their job performance is measured after they are employed. This method draws a direct connection between the test used in the selection process and the end result—job performance—thus indicating the effectiveness and appropriateness of the selection criteria. Conversely, a concurrent study collects data on test scores and job performance from current employees to establish how the test correlates with actual work success.

Establishing criterion-related validity is crucial as it not only supports the selection process but also ensures that the tools used effectively identify candidates who will perform well in their roles, improving hiring outcomes overall.