If an organization's selection procedures yield comparable data over a period of time, the procedures are valid.

A selection procedure's validity is not solely determined by whether it yields comparable data over time. Validity refers to the degree to which the procedure measures what it is supposed to measure and accurately predicts job performance. Other factors, such as the job analysis, the assessment tools used, and the criteria for success on the job, must also be considered in determining the validity of a selection procedure.