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| Question | Answer |
| Biodata - Application Forms | Use of Application forms has become more frequent, with the WWW. Used by 93% of organisations in the UK; The most researched of them is "Biodata" = Biographical Data, though still not as heavily used as might be. Approach to Biodata has been rather more from the empirical, than the theoretical standpoint. |
| Biodata - premise | Essential premise is that past behaviour predicts future behaviour, and hence performance. Wide application, over many job-roles, indeed, tend to be more general rather than role-specific |
| Biodata - Development of the tool | Biodata questionnaire requires 2 stages: generation of items, and their scoring. Two approaches:"point-to-point correspondence" (empirical) - job analysis followed by analysis of current job incumbents - post-hoc analysis correlating aspects of their biographies with success |
| Biodata - Development - "Point-to-point Correspondence" | Job analysis followed by analysis of current job incumbents, by undertaking a post-hoc analysis correlating aspects of their biographies with success; derive list of questions -"items" - , and test these for validity, either as individual, or groups of items. |
| Biodata - Development - "Rational Approach" | Job experts derive criteria that they believe of central importance to fulfilling the role, i.e. depending on theoretical judgements of the relationship between performance and previous history. |
| Biodata - Item Scoring | Scoring uses a system known as "Item Responses Level Keying" (Karas & West, 1999); scoring developed from empirical data comparing the degree of variance on any individual item explained by the outcome criterion - the higher the variance, the higher the weighting given to that item. In the "rational" case, the weightings are devised by the job experts on the basis of a priori theoretical links. |
| Biodata - Verifying | Produce a draft questionnaire for each of the proposed scales, then a large sample (>=450 per Robertson & Smith, 2001) against which tested and factor analysed. Typical Biodata questionnaires have ~ 150 items. |
| Biodata - Use of | Questions can be in different styles: free-format or "tick box", multiple choice. Broader content than e.g. personality tools - seeking specific and unique data; can be re-scored according to the different roles to be tested for; can be completed by applicant, or by "mentor" (though care re faking, here). |
| Biodata - Types of data collected; types of response | "Hard" items - those easily verifiable. "Soft" items - more abstract. Types of data collected include: Background (social class, education); Achievements (work, education or social); "Commitment" (hobbies, interests, leisure pursuits) (Drakeley,1989) |
| Biodata - Strengths | Invisibility; Verifiable Data; Management & data processing ease; Fairness, ease monitoring equal opps; High Validity |
| Biodata - Weaknesses | Atheoretical; Diversity reduction (in organisation); Fakeability; Legislation; Limited Application & temporal issues; Development & re-validation costs; Cross-cultural application (faking). |
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