You typically use established technical skills tests to make hiring decisions. This year, you have added problem-solving tests to your hiring process to test their validity. For these tests, applicants who scored below 40 points (out of 100) were predicted to be unsuccessful on the job. After one year, you determined that the majority of applicants who scored poorly on the problem-solving test actually received high performance evaluation ratings. In terms of selection goals, this situation would be considered a