Biodata Measures Research Articles

Comparing Empirically Keyed and Random Forest Scoring Models in Biodata Assessments

Effective pre-hire assessments impact organizational outcomes. Recent developments in machine learning provide an opportunity for practitioners to improve upon existing scoring methods. This study compares the effectiveness of an empirically keyed scoring model with a machine learning, random forest model approach in a biodata assessment. Data was collected across two organizations. The data from the first sample (N=1,410), was used to train the model using sample sizes of 100, 300, 500, and 1,000 cases, whereas data from the second organization (N=524) was used as an external benchmark only. When using a random forest model, predictive validity rose from 0.382 to 0.412 in the first organization, while a smaller increase was seen in the second organization. It was concluded that predictive validity of biodata measures can be improved using a random forest modeling approach. Additional considerations and suggestions for future research are discussed.

Moving Beyond the Brag Sheet: A Meta‐Analysis of Biodata Measures Predicting Student Outcomes

AbstractMeasures of biographical data, or biodata, provide indicators of one's life history and past experiences. Biodata information is often available in various forms during processes of academic admissions to higher education. Such information can be used, in combination with other factors, to predict students’ future academic and extra‐curricular accomplishments. There is a scattered body of literature investigating relationships between standardized biodata measures and a number of student criteria in college. The current study uses meta‐analysis methods to summarize findings on how various biodata measures—overall scores or scale scores—predict student accomplishments, including grades, self‐ and other‐rated performances, persistence, and extracurricular accomplishments. Data from 46 independent samples, consisting of 38,478 students and resulting in 74 individual predictor–criterion relationships were analyzed. Results indicate, generally, that biodata measures predict substantially students’ academic and extra‐curricular accomplishments. Overall biodata scores correlate with grades at .39, persistence at .25, and point‐hour ratios at .35. Students’ accomplishments in leadership, visual and performing arts, music, and science were predicted best by biodata measures developed specifically to target those outcomes. This meta‐analytic study provides support for the predictive validity of biographical data inventories with respect to student outcomes and adds justification to the use of biodata in academic selection.

Supervisory opportunity to observe moderates criterion‐related validity estimates

AbstractSupervisors' opportunity to observe incumbents' performance (i.e., how often a supervisor typically sees an employee's performance) has been suggested to be important for accurate performance rating and to be a moderator of criterion‐related validity. Here we test these suggestions and present empirical evidence for the effects of opportunity to observe. In Study 1, supervisors in a multi‐occupation/organization criterion‐related validation study for a biodata measure indicated the opportunity they had to observe incumbents. The data were split according to different levels of opportunity to observe. Higher validities were found when opportunity to observe was maximal. In Study 2, this finding was replicated using a cognitive ability test. These results suggest that psychologists should consider measuring opportunity to observe in criterion‐related validity studies.

Using Biodata and Situational Judgment Inventories across Cultural Groups

The present research compares the operation of situational judgement and biodata measures between Chinese and U.S. respondents. We describe the development and past research on both measures, followed by hypothesized differences across the two groups of respondents. We base hypotheses on the nature of the Chinese and U.S. educational systems and cultural value differences from the GLOBE studies (House, Hanges, Javidan, Dorfman, & Gupta, 2004). Results indicate some evidence of mean differences across groups at the scale level but little effect of national origin when examining the test battery as a whole. We conclude with recommendations concerning the use of situational judgment and biodata measures in situations in which the evaluated individuals come from different cultural contexts.

Generalization of Cognitive and Noncognitive Validities across Personality‐based Job Families

The positive relationship between complexity of work and the validity of general mental ability (GMA) measures across a variety of occupations is well supported by research and provides important practical and theoretical support for cognitive ability measures. However, there is currently no research demonstrating a systematic relationship between the size of the validities of any personality measure and the personality requirements of jobs, thus leaving open to question the predictive and construct validity of personality measures for applicant selection. We compared the validities of two biodata measures – one scored to measure social competence and one to measure GMA – across six job families that varied in social requirements. The validity of the GMA measure generalized at approximately the same level across the job families while the validity of the social competence measure decreased as social requirements diminished.

Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

AbstractThe current study examined the use of biographical data to predict errors, tardiness, policy violations, overall job performance, and turnover among nurses. The results of the study indicate that biodata measures are valid selection devices for nurses and effective at predicting nurse errors, tardiness, policy violations, and overall job performance, but the instrument was not an effective predictor of turnover, voluntary or involuntary. Additionally, examination of group differences revealed that White subjects scored significantly higher on the biodata instrument compared to Black subjects but produced group differences considerably smaller than typically found with measures of cognitive ability. Future research directions and implications for practice are discussed.

Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

AbstractThe current study examined the use of biographical data to predict errors, tardiness, policy violations, overall job performance, and turnover among nurses. The results of the study indicate that biodata measures are valid selection devices for nurses and effective at predicting nurse errors, tardiness, policy violations, and overall job performance, but the instrument was not an effective predictor of turnover, voluntary or involuntary. Additionally, examination of group differences revealed that White subjects scored significantly higher on the biodata instrument compared to Black subjects but produced group differences considerably smaller than typically found with measures of cognitive ability. Future research directions and implications for practice are discussed.

They Don't Do It Often, But They Do It Well: Exploring the relationship between applicant mental abilities and faking

Despite its scientific and practical importance, relatively few studies have been conducted to investigate the relationship between job applicant mental abilities and faking. Some studies suggest that more intelligent people fake less because they do not have to. Other studies suggest that more intelligent people fake more because they have increased capacity to fake. Based on a model of faking likelihood, we predicted that job candidates with a high level of mental abilities would be less likely to fake a biodata measure. However, for candidates who did exhibit faking on the biodata measure, we expected there would be a strong positive relationship between mental abilities and faking, because mental abilities increase their capacity to fake. We found considerable support for hypotheses on a large sample of job candidates (N=17,368), using the bogus item technique to detect faking.

Adnexal Skin Carcinomas of the Face

Skin adnexal neoplasms are rare tumors, and knowledge on their exact histological development and pathogenesis remains fragmented. Their diagnosis and management are frequently troublesome, especially for malignant tumors. We present a retrospective case series of malignant appendageal tumors of the face. Records of patients with histologically confirmed adnexal skin carcinoma managed at a single department during the period 1995 to 2004 were reviewed. Patient biodata, surgical management, and main outcome measures such as locoregional recurrence, distant metastasis, and disease-free and overall survival were recorded.Eleven patients were identified from record analysis. Lesions were mainly located at the eyelids and the nose. All patients were managed with wide local excision and restoration with local flaps. Two patients showed regional metastasis and underwent radical neck dissection. Nine of 11 patients were alive and free of local and/or regional disease on final follow-up. Two patients died of causes unrelated to the disease. Clinical and histological features, tumor biological behavior, diagnostic difficulties, and recommended management are discussed.In conclusion, adnexal skin tumors should be considered in the differential diagnosis of skin tumors, particularly in view of their more sinister prognosis compared with other nonmelanoma skin tumors. They are acknowledged to demand a more aggressive plan of surgical treatment.

Development of a personality biodata measure to predict ethical decision making

PurposeThe purpose of this paper is to develop and test a measure designed to assess constructs that predict ethical decision making (EDM) among employees.Design/methodology/approachThe approach was to target individual difference variables that are theoretically linked to EDM. This was done by generating biodata items/scales of the constructs of interest.FindingsTwo biodata scales were developed to measure locus of control and conscientiousness. Both of these scales had significant criterion‐related validities with EDM (rs=0.42 and 0.40, respectively) and predicted significant and unique variance of EDM beyond the variance predicted by trait‐based measures of the same constructs. Biodata scales exhibited little or no subgroup differences (less potential adverse impact). Research limitations/implications – Participants were working various jobs and a variety of settings, so results generalize to this eclectic population more so than one particular industry. Further research should attempt to examine effects in a specific applied setting.Practical implicationsThis study outlines a method of item and scale development that produces homogonous scales that predict EDM and that can be tailored for specific organizational use.Originality/valueThe paper provides a theoretical rationale for why biodata methodology is superior to trait‐based measures and practical value for the use of biodata in measuring individual difference constructs.

A BIODATA INVENTORY ADMINISTERED VIA INTERACTIVE VOICE RESPONSE (IVR) TECHNOLOGY: PREDICTIVE VALIDITY, UTILITY, AND SUBGROUP DIFFERENCES

Although organizations are increasingly using interactive voice response (IVR) systems to help screen and select job applicants, few if any published studies have investigated the effectiveness of such systems. The current study responded to this need by evaluating a biodata inventory administered via IVR technology. A predictive validity study revealed that both a 42-item biodata measure and a more parsimonious 6-item composite correlated with supervisor ratings of performance and did not result in adverse impact or differential prediction. In addition, a utility analysis indicated that both IVR biodata measures would likely result in considerable financial gains to the hiring organization. The implications of these results for selection research and practice are discussed.

Impact of elaboration on socially desirable responding and the validity of biodata measures.

The current study investigated the impact of requiring respondents to elaborate on their answers to a biodata measure on mean scores, the validity of the biodata item composites, subgroup mean differences, and correlations with social desirability. Results of this study indicate that elaborated responses result in scores that are much lower than nonelaborated responses to the same items by an independent sample. Despite the lower mean score on elaborated items, it does not appear that elaboration affects the size of the correlation between social desirability and responses to biodata items or that it affects criterion-related validity or subgroup mean differences in a practically significant way.

Content/Construct Approaches in Life History Form Development for Selection

Life history, or biodata, inventories are attractive alternatives to cognitive ability tests for selection, but they have been frequently criticized for their low construct validity and the a‐theoretical nature of their items. Little guidance in the literature is provided for developing good construct‐valid biodata measures. Using a content/construct‐oriented approach, a biodata form was developed and validated. The methods for developing and validating the form are thoroughly described so as to provide guidelines for future researchers, and evidence for the meaningfulness of the scales is presented.

Job Requirements Biodata as a Predictor of Performance in Customer Service Roles

A job requirements approach to biodata item specification, similar to the content-valid job analysis approach developed by Pannone (1984), is used to predict customer service. Applicants rate the extent to which their current and previous jobs involve tasks and behaviours that have been identified through an analysis of the target job. On a sample of 245 employees in an international hotel, the criterion-related validity of job requirements biodata compares favourably with traditional construct-oriented biodata measures of customer service, cognitive ability and personality (Conscientiousness, Agreeableness and Extroversion). The job requirements approach provides a simple, direct and content-valid method of biodata item specification. As the approach can also be tailored for particular jobs or organizations, validity is also potentially optimized.

Construct Validity and Background Data: Issues, Abuses, and Future Directions

Few measures available to us show as much promise, for as many applications, as background data, or biodata measures. It is open to question, however, whether current work in the area of background data measures will live up to the technique's promise as a vehicle for understanding people and their careers. In this article, I argue that many of the problems evident in the background data literature may be traced to a failure to attend to the fundamental principles of construct validation. Subsequently, the major aspects of construct validity are examined with reference to their pertinence in the development and application of background data measures. It is argued that a more flexible, substantively oriented approach to the development and application of background data measures is called for.

Construct/Rational Biodata Dimensions to Predict Salesperson Performance: Report on the U.S. Department of Labor Sales Study

The U.S. Department of Labor's Assessment Research and Development Program proposed the Validation Methods Research Project to correct many of the problems noted by the National Academy of Sciences (NAS) with the use of the General Aptitude Test Battery (GATB) as a tool for screening and referring applicants to prospective employers. One of the project's goals was the development of a biodata form as a supplement to the GATB due to evidence for biodata's validity, in particular its incremental validity over that obtained with cognitive ability tests, and its low adverse impact. Results of the study to develop and validate a biodata measure (Salesperson Biodata Questionnaire; SBQ) to select salespersons are provided. A construct-rational approach was used in construction of the SBQ, and a concurrent validation study was conducted to evaluate the validity of a revised form of the GATB and the SBQ. The SBQ showed significant incremental validities over the GATB for predicting four performance composites and Overall Performance. Leadership, Self-Motivation, Dependability, and Multi-tasking Ability were the strongest predictors of salesperson job performance. The value of the multivariate framework and several patterns of relationships that emerged in the study are discussed.

A meta-analytic review of predictors of job performance for salespeople.

This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with corrected rs of .52 and .45, respectively. Potency (a subdimension of the Big 5 personality dimension Extraversion) predicted supervisor ratings of performance (r = .28) and objective measures of sales (r = .26). Achievement (a component of the Conscientiousness dimension) predicted ratings (r = .25) and objective sales (r = .41). General cognitive ability showed a correlation of.40 with ratings but only .04 with objective sales. Similarly, age predicted ratings (r = .26) but not objective sales (r = -.06). On the basis of a small number of studies, interest appears to be a promising predictor of sales success.

An Evaluation of Two Strategies for Reducing Adverse Impact and Their Effects on Criterion-Related Validity

This research explores two strategies for reducing adverse impact and their effects on criterion-related validity. The first strategy involved assessing a broad range of both cognitive and noncognitive abilities that were identified via a thorough job analysis using a Biodata Measure, Situational Judgment Test, Structured Interview, and Verbal Ability Test. The second strategy involved developing alternative measures of verbal ability that more closely mirrored the behavioral requirements of the job than traditional multiple-choice measures of this construct. Specifically, the validity and subgroup differences associated with a video-administered writing test and a written problem exercise were compared to a traditional multiple-choice verbal ability measure. Predictor and criterion data were collected from 456 participants (259 White, 100 African American, and 97 Hispanic). Although both strategies resulted in reductions in subgroup differences, somewhat larger reductions were observed for the broad-based ability assessment approach. In addition, validity was substantially increased by inclusion of measures that tapped the full array of abilities compared to the validity resulting from the Verbal Ability Test alone. With respect to the levels of validity observed for the alternative verbal ability measures, somewhat lower levels of validity were associated with reductions in subgroup differences. Results and implications are discussed.

Staying afloat: Within-group swimming proficiency for Whites and Blacks.

Generally, Blacks are less likely than Whites to be proficient at swimming. Blacks also have higher rates of drowning and are underrepresented in competitive swimming and in occupations requiring swimming or water safety skill. In this study, physiological, demographic, and biodata measures were used with military academy cadets to determine the individual factors contributing to within-group swimming proficiency among Blacks as well as Whites. The best predictor of swimming skill was the age at which the cadets had learned to swim. Other items pointed to fitness, sociocultural, and learned or dispositional differences between better and poorer swimmers. Implications for increasing swimming proficiency among Blacks and for future research are discussed.

Situational influences on destructive acts

Social psychological approaches to destructive behavior have stressed the importance of environmental factors, but, the range of potentially important life events has not been identified. Using a personality-based model of destructiveness, a pool of relevant biodata items were generated. A sample of 285 college students completed the situational-based biodata measure, the CPI, and two standardized integrity screening measures. A factor analysis of the biodata items resulted in seven factors: alienation, nonsupportive family, negative adult models, life stressors, competitive pressures, negative peer group and financial need. In a series of blocked regressions the situational scales produced significant increases in prediction over the personality variables on the measures of integrity, socialization and delinquency. The implications of these findings for selection and research are discussed.