There are a number of different forms of validity. Criterion-related validity refers to the extent to which a test or scale predicts a sample of behavior, i.e., the criterion, that is "external to the measuring instrument itself." That external sample of behavior can be many things including another test; college grade point average as when the high school SAT is used to predict performance in college; and even behavior that occurred in the past, for example, when a test of current psychological symptoms is used to predict the occurrence of past victimization (which would accurately represent postdiction). When the criterion measure is collected at the same time as the measure being validated the goal is to establish "concurrent validity"; when the criterion is collected later the goal is to establish "predictive validity". A measure has "construct validity" if it is related to measures of other constructs as required by theory. "Content validity" is a demonstration that the items of a test do an adequate job of covering the domain being measured. In a personnel selection example, test content is based on a defined statement or set of statements of knowledge, skill, ability, or other characteristics obtained from a "job analysis".