It is used in the organization or industrial setting, where a technique can interfere with the validity of the selection test with the predictor of the job performance. It analyses the job systematically.

SYNTHETIC VALIDITY: "Synthetic validity is common with the small companies where there is no need to have larger samples that are needed for the predictive validity and concurrent validity. "
Cite this page: N., Pam M.S., "SYNTHETIC VALIDITY," in, April 13, 2013, (accessed November 28, 2020).