Biodata and Resume - Revision history

Flc: /* Critique */

2025-09-28T03:31:28Z

Critique

← Older revision		Revision as of 03:31, 28 September 2025
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	=Critique=		=Critique=
	The validity of the biodata items is positively correlated with their relevance to the position and ~~that they are heterogeneous~~<ref>Barge, B. N. (1987). Characteristics of biodata items and their relationship to validity. Paper presented at a symposium 'Biodata in the 80's and Beyond, 95th Annual Meeting of the American Psychological Association, 28 August, New York City.</ref>. In a study carried out on 528 office workers and a 160-item biodata, researchers found that dimensions that are personality, work-related, non-controllable, and indirect tend to be more valid than other dimensions that are direct, non-work-related, and controllable<ref>Lefkowitz J., Gebbia M. I., Balsam T., Dunn L. (1999). Dimensions of biodata items and their relationships to item validity. Journal of Occupational and Organizational Psychology. Vol. 72, No. 3, p 331-350.</ref>. A candidate does not cheat on direct or indirect items either. But the items on which people cheat the most are the items that are related to the position. An item can therefore be false but valid<ref>Becker, T. E., & Colquitt, A. L. (1992). Potential versus actual faking of a biodata form: An analysis along several dimensions of item type. Personnel Psychology, 45, 389-406.</ref>; however, indirect items enhance the validity of the measures. Whether the items are controllable or not has no effect on their validity. Validity is moderately correlated with item verifiability<ref>Ibid, Mael, 1991.<br/>Ibid Lefkowitz & al., 1989.</ref>. Historical items have not confirmed their superior validity over Future/Hypothetical items, which are both less valid than Contemporary items.		The validity of the biodata items is positively correlated with their relevance to the position and their heterogeneity<ref>Barge, B. N. (1987). Characteristics of biodata items and their relationship to validity. Paper presented at a symposium 'Biodata in the 80's and Beyond, 95th Annual Meeting of the American Psychological Association, 28 August, New York City.</ref>. In a study carried out on 528 office workers and a 160-item biodata, researchers found that dimensions that are personality, work-related, non-controllable, and indirect tend to be more valid than other dimensions that are direct, non-work-related, and controllable<ref>Lefkowitz J., Gebbia M. I., Balsam T., Dunn L. (1999). Dimensions of biodata items and their relationships to item validity. Journal of Occupational and Organizational Psychology. Vol. 72, No. 3, p 331-350.</ref>. A candidate does not cheat on direct or indirect items either. But the items on which people cheat the most are the items that are related to the position. An item can therefore be false but valid<ref>Becker, T. E., & Colquitt, A. L. (1992). Potential versus actual faking of a biodata form: An analysis along several dimensions of item type. Personnel Psychology, 45, 389-406.</ref>; however, indirect items enhance the validity of the measures. Whether the items are controllable or not has no effect on their validity. Validity is moderately correlated with item verifiability<ref>Ibid, Mael, 1991.<br/>Ibid Lefkowitz & al., 1989.</ref>. Historical items have not confirmed their superior validity over Future/Hypothetical items, which are both less valid than Contemporary items.

	Biodata shows incremental validity of 5% or more, compared to personality and intelligence measures<ref>Mount M. K., Witt L. W., Barrick M. R. (2000). Incremental Validity of Empirically Keyed Scales over GMA and the five factor personality constructs. Personnel Psychology. Vol. 53, No. 2, p 299-323.		Biodata shows incremental validity of 5% or more, compared to personality and intelligence measures<ref>Mount M. K., Witt L. W., Barrick M. R. (2000). Incremental Validity of Empirically Keyed Scales over GMA and the five factor personality constructs. Personnel Psychology. Vol. 53, No. 2, p 299-323.

Flc: /* Social Media Search */

2025-08-26T21:42:37Z

Social Media Search

← Older revision		Revision as of 21:42, 26 August 2025
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	<br/>More specifically, these are measures of general intelligence or GMA: General Mental Ability.</ref>. These last two are more generalizable but less specific for a given position than biodata measurements. These results confirm the incremental validity of biodata on personality measures found in previous studies<ref>Mael, F. A. , & Hirsch A. C. (1993). Rainforest empiricism and quasi-rationality: Two appproaches to objective biodata. Personnel Psychology, 46, 719-738.<br/>McMannus, M. A., Kelly, M. L. (1999). Personality measures and biodata: Evidence regarding their incremental predictive validity in the life insurance industry. Personnel Psychology, 52, 137-148.</ref>.		<br/>More specifically, these are measures of general intelligence or GMA: General Mental Ability.</ref>. These last two are more generalizable but less specific for a given position than biodata measurements. These results confirm the incremental validity of biodata on personality measures found in previous studies<ref>Mael, F. A. , & Hirsch A. C. (1993). Rainforest empiricism and quasi-rationality: Two appproaches to objective biodata. Personnel Psychology, 46, 719-738.<br/>McMannus, M. A., Kelly, M. L. (1999). Personality measures and biodata: Evidence regarding their incremental predictive validity in the life insurance industry. Personnel Psychology, 52, 137-148.</ref>.

	=Social Media ~~Search~~=		=Social Media Scan=
	Digital biodata collected through media platforms contains a lot of information, often with pictures and videos, that can easily be searched by AI agents and anyone. It is questionable whether traits measured by a social media scan can predict a candidate's future performance as effectively as traditional statistics-based techniques. Traits like conscientiousness, communication skills, or professionalism measured by this technique can only partially indicate how these traits will show in future professional settings with different expectations and different people.		Digital biodata collected through media platforms contains a lot of information, often with pictures and videos, that can easily be searched by AI agents and anyone. It is questionable whether traits measured by a social media scan can predict a candidate's future performance as effectively as traditional statistics-based techniques. Traits like conscientiousness, communication skills, or professionalism measured by this technique can only partially indicate how these traits will show in future professional settings with different expectations and different people.

Flc: /* Biodata Analysis */

2025-08-18T05:01:26Z

Biodata Analysis

← Older revision		Revision as of 05:01, 18 August 2025
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	It’s been shown that the structure of the items influences their validity with respect to the criterion being measured. A classification into seven categories has been proposed<ref>Owens, W. A., Glennon, J. R, & Albright, L. E. (1962). Retest consistency and the writting of life history items: A first step. Journal of Applied Psychology, 46, 329-331.<br/>Owens, W. A., & Schoenfeldt, L. F. (1979). Toward a classification of persons (Monograph). Journal of Applied Psychology, 65, 569-607.<br/> Owens, W. A. (1976). Background data. In M. D. Dunette (Ed.), Handbook of industrial Psychology. New York. Rand McNally.</ref>. These categories are also interested in the implicit attributes of the items such as the verifiability and the private aspect or not of the data. These dimensions were advanced on methodological considerations to increase the accuracy of measurements (External/internal, objective/subjective, first-hand, discreet, verifiable), or for ethical considerations (Non-intrusive/intrusive, work-related, equally accessible, controllable).		It’s been shown that the structure of the items influences their validity with respect to the criterion being measured. A classification into seven categories has been proposed<ref>Owens, W. A., Glennon, J. R, & Albright, L. E. (1962). Retest consistency and the writting of life history items: A first step. Journal of Applied Psychology, 46, 329-331.<br/>Owens, W. A., & Schoenfeldt, L. F. (1979). Toward a classification of persons (Monograph). Journal of Applied Psychology, 65, 569-607.<br/> Owens, W. A. (1976). Background data. In M. D. Dunette (Ed.), Handbook of industrial Psychology. New York. Rand McNally.</ref>. These categories are also interested in the implicit attributes of the items such as the verifiability and the private aspect or not of the data. These dimensions were advanced on methodological considerations to increase the accuracy of measurements (External/internal, objective/subjective, first-hand, discreet, verifiable), or for ethical considerations (Non-intrusive/intrusive, work-related, equally accessible, controllable).

	Data is controllable when it can be controlled by the person. Data that cannot be checked is, for example, the physical characteristics, the level of education of the parents, or the gender (male/female). Data is indirect if it concerns the presumed opinion of a third party (for example: in general, how does your superior assess your ability to understand quickly?)~~. It is blunt when it comes to a person's opinion of themselves~~.		Data is controllable when it can be controlled by the person. Data that cannot be checked is, for example, the physical characteristics, the level of education of the parents, or the gender (male/female). Data is indirect if it concerns the presumed opinion of a third party (for example: in general, how does your superior assess your ability to understand quickly?).

	=Critique=		=Critique=

Flc: /* Digital Biodata */

2025-08-18T04:57:23Z

Digital Biodata

← Older revision		Revision as of 04:57, 18 August 2025
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	<br/>More specifically, these are measures of general intelligence or GMA: General Mental Ability.</ref>. These last two are more generalizable but less specific for a given position than biodata measurements. These results confirm the incremental validity of biodata on personality measures found in previous studies<ref>Mael, F. A. , & Hirsch A. C. (1993). Rainforest empiricism and quasi-rationality: Two appproaches to objective biodata. Personnel Psychology, 46, 719-738.<br/>McMannus, M. A., Kelly, M. L. (1999). Personality measures and biodata: Evidence regarding their incremental predictive validity in the life insurance industry. Personnel Psychology, 52, 137-148.</ref>.		<br/>More specifically, these are measures of general intelligence or GMA: General Mental Ability.</ref>. These last two are more generalizable but less specific for a given position than biodata measurements. These results confirm the incremental validity of biodata on personality measures found in previous studies<ref>Mael, F. A. , & Hirsch A. C. (1993). Rainforest empiricism and quasi-rationality: Two appproaches to objective biodata. Personnel Psychology, 46, 719-738.<br/>McMannus, M. A., Kelly, M. L. (1999). Personality measures and biodata: Evidence regarding their incremental predictive validity in the life insurance industry. Personnel Psychology, 52, 137-148.</ref>.

	=~~Digital Biodata~~=		=Social Media Search=
	Digital biodata collected through media platforms ~~such as LinkedIn~~, ~~Facebook~~, ~~or Instagram is readily available to everyone, including~~ AI agents~~. It contains much information~~ and ~~is often colored with pictures~~.		Digital biodata collected through media platforms contains a lot of information, often with pictures and videos, that can easily be searched by AI agents and anyone. It is questionable whether traits measured by a social media scan can predict a candidate's future performance as effectively as traditional statistics-based techniques. Traits like conscientiousness, communication skills, or professionalism measured by this technique can only partially indicate how these traits will show in future professional settings with different expectations and different people.

	It is questionable whether traits ~~based on~~ social media ~~activity~~ can predict a candidate's future performance as ~~much~~ as ~~they can when measured by~~ traditional techniques. ~~Personality traits measured from social media platforms, such as~~ conscientiousness, communication skills, or professionalism, can only partially ~~account for~~ how ~~those~~ traits will ~~be expressed~~ in future professional ~~contexts~~ with different expectations and ~~with~~ different people. Speculation on how ~~digital biodata can~~ add value will endure. To a minimum, it helps ~~connect with~~ someone~~'s personal~~ and ~~professional activities in advance of interviews~~ and ~~joining the organization~~.		Speculation about how a social media scan might add value to information gathered through other techniques, such as interviews and other statistic-based techniques, will endure. At a minimum, digital biodata helps to get to know someone better before an interview and joining a company, enabling better questions and helping to build trust and a positive relationship faster.

	=Notes=		=Notes=

Flc: /* Digital Biodata */

2025-08-17T22:52:11Z

Digital Biodata

← Older revision		Revision as of 22:52, 17 August 2025
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	=Digital Biodata=		=Digital Biodata=
	Digital biodata collected through media platforms such as LinkedIn or Instagram is readily available to everyone, including AI agents~~, with~~ much information, often colored with pictures.		Digital biodata collected through media platforms such as LinkedIn, Facebook, or Instagram is readily available to everyone, including AI agents. It contains much information and is often colored with pictures.

	~~Whether~~ traits based on social media activity can predict a candidate's future performance ~~is questionable,~~ as much as ~~it is~~ when measured by traditional techniques. Personality traits measured from social media ~~activity~~, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future ~~different~~ professional ~~settings versus a social one,~~ with a different ~~context~~ with different ~~expectations~~. Speculation on how biodata ~~obtained through media platforms~~ will endure.		It is questionable whether traits based on social media activity can predict a candidate's future performance as much as they can when measured by traditional techniques. Personality traits measured from social media platforms, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future professional contexts with different expectations and with different people. Speculation on how digital biodata can add value will endure. To a minimum, it helps connect with someone's personal and professional activities in advance of interviews and joining the organization.

	=Notes=		=Notes=

Flc: /* Generalities */

2025-08-17T22:45:54Z

Generalities

← Older revision		Revision as of 22:45, 17 August 2025
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	=Generalities=		=Generalities=
	Much ~~information~~ is often available, including from social media, which can include endorsements, professional history, skills, personal interests, and even communication styles. The information that can be collected is either structured, as it is when collected with forms from websites, or unstructured. It can be prepared in advance through forms or made on the fly by AI agents. Curriculum vitae are less structured and do not allow easy comparison of the data.		Much biodata is often available, including from social media, which can include endorsements, professional history, skills, personal interests, and even communication styles. The information that can be collected is either structured, as it is when collected with forms from websites, or unstructured. It can be prepared in advance through forms or made on the fly by AI agents. Curriculum vitae are less structured and do not allow easy comparison of the data.

	The idea of biodata is to infer future behavior from past experiences<ref>Mael, F.A. (1991). A conceptual rationale for the domain and attributes of biodata items. Personnel Psychology, 44, 763-792.</ref>. The data is easy to obtain from candidates themselves or through social media, non-intrusive, and a privileged source of information from which a first sorting of selection is often carried out.		The idea of biodata is to infer future behavior from past experiences<ref>Mael, F.A. (1991). A conceptual rationale for the domain and attributes of biodata items. Personnel Psychology, 44, 763-792.</ref>. The data is easy to obtain from candidates themselves or through social media, non-intrusive, and a privileged source of information from which a first sorting of selection is often carried out.

Flc: /* Generalities */

2025-08-17T22:44:29Z

Generalities

← Older revision		Revision as of 22:44, 17 August 2025
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	=Generalities=		=Generalities=
	The information collected is either structured, as is ~~the case~~ when collected with forms from websites, ~~whether it’s~~ prepared in advance or made on the fly by AI agents. Curriculum vitae are less structured and do not allow easy comparison of the data.		Much information is often available, including from social media, which can include endorsements, professional history, skills, personal interests, and even communication styles. The information that can be collected is either structured, as it is when collected with forms from websites, or unstructured. It can be prepared in advance through forms or made on the fly by AI agents. Curriculum vitae are less structured and do not allow easy comparison of the data.

	The idea of biodata is to infer future behavior from past experiences<ref>Mael, F.A. (1991). A conceptual rationale for the domain and attributes of biodata items. Personnel Psychology, 44, 763-792.</ref>. The data is easy to obtain from candidates themselves or through social media, non-intrusive, and a privileged source of information from which a first sorting of selection is often carried out.		The idea of biodata is to infer future behavior from past experiences<ref>Mael, F.A. (1991). A conceptual rationale for the domain and attributes of biodata items. Personnel Psychology, 44, 763-792.</ref>. The data is easy to obtain from candidates themselves or through social media, non-intrusive, and a privileged source of information from which a first sorting of selection is often carried out.

Flc: /* Digital Biodata */

2025-08-17T22:40:39Z

Digital Biodata

← Older revision		Revision as of 22:40, 17 August 2025
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	=Digital Biodata=		=Digital Biodata=
	Digital biodata ~~that's~~ collected through media platforms such as LinkedIn or Instagram~~, which can include endorsements, professional history, skills, personal interests, and even communication styles,~~ is readily available to everyone, including AI agents.		Digital biodata collected through media platforms such as LinkedIn or Instagram is readily available to everyone, including AI agents, with much information, often colored with pictures.

	Whether traits based on social media activity can predict a candidate's future performance is questionable, as much as it is when measured by traditional techniques. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations. Speculation on how biodata obtained through media platforms will endure.		Whether traits based on social media activity can predict a candidate's future performance is questionable, as much as it is when measured by traditional techniques. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations. Speculation on how biodata obtained through media platforms will endure.

Flc: /* Digital Biodata */

2025-08-17T22:06:04Z

Digital Biodata

← Older revision		Revision as of 22:06, 17 August 2025
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	=Digital Biodata=		=Digital Biodata=
	Digital biodata that's collected through media platforms such as LinkedIn or Instagram can ~~additionally~~ include endorsements, professional history, skills, personal interests, and even communication styles.		Digital biodata that's collected through media platforms such as LinkedIn or Instagram, which can include endorsements, professional history, skills, personal interests, and even communication styles, is readily available to everyone, including AI agents.

	~~Speculation on how biodata obtained through media platforms and~~ traits based on social media activity can predict a candidate's future performance ~~will endure~~. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations.		Whether traits based on social media activity can predict a candidate's future performance is questionable, as much as it is when measured by traditional techniques. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations. Speculation on how biodata obtained through media platforms will endure.

	=Notes=		=Notes=

Flc: /* Digital Biodata */

2025-08-17T18:28:42Z

Digital Biodata

← Older revision		Revision as of 18:28, 17 August 2025
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	=Digital Biodata=		=Digital Biodata=
	Digital biodata that's collected through media platforms such as LinkedIn or Instagram can include endorsements, professional history, skills, personal interests, and even communication styles~~. A majority of employers use social media for sourcing and screening candidates~~.		Digital biodata that's collected through media platforms such as LinkedIn or Instagram can additionally include endorsements, professional history, skills, personal interests, and even communication styles.

	Speculation on how biodata obtained through media platforms and traits based on social media activity can predict a candidate's future performance will endure. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations.		Speculation on how biodata obtained through media platforms and traits based on social media activity can predict a candidate's future performance will endure. Personality traits measured from social media activity, such as conscientiousness, communication skills, or professionalism, can only partially account for how those traits will be expressed in future different professional settings versus a social one, with a different context with different expectations.