Biodata is a recruitment method used as a substitute for cognitive testing since it may be used to predict attributes of job performance that are not detectable through cognitive techniques (Gunter et al., 2016). The rationale involved in the application of this method is that past behaviour may be used to project future behaviour. Apparently, the data submitted by job applicants concerning such issues as previous experiences and education may be used to predict job performance. Nonetheless, the use of biodata demonstrates several attributes that would place the organization at significant risk.
One of the attributes that make this technique inefficient is that most of the inventories are created using the concurrent validation strategy. Thus, the impacts of range restriction are considerable. Moreover, it is difficult to establish a stability of prediction when using biodata (De Soete et al., 2013). Several studies have revealed that most of the time, the one-time validity of biodata is substantial; however, this value drops gradually in subsequent tests.
The possible invasion of privacy is also another aspect of this technique that is of concern. There is legislature established to prevent employment applicants from being discriminated against, but research provides evidence that some human resource departments consider such attributes as race and sexual orientation (Dean, 2013).
Other issues to consider in this evaluation may be an error, adverse impact, and fake ability. There is limited literature to provide evidence or disregard allegations of fakeability and inaccuracy when using biodata. The adverse impact may be reliant on the level at which items elicit certain data that openly or indirectly demonstrate cultural variations in economic, educational or social advancement opportunities (Dean, 2013). Therefore, in formulating inventories, caution should be taken to incorporate measures aimed at reducing adverse effects.
References
De Soete, B., Lievens, F., Oostrom, J., & Westerveld, L. (2013). Alternative predictors for dealing with the diversity–validity Dilemma in personnel selection: The constructed response multimedia test. International Journal of Selection and Assessment, 21(3), 239-250.
Dean, M. A. (2013). Examination of ethnic group differential responding on a biodata instrument. Journal of Applied Social Psychology, 43(9), 1905-1917.
Gunter, B., Furnham, A., & Drakeley, R. (2016). Biodata (Routledge Revivals): Biographical Indicators of Business Performance. Routledge.
