Biodata is the shortened form for biographical data. The term has two usages: In

South Asia South Asia is the southern Subregion#Asia, subregion of Asia that is defined in both geographical and Ethnicity, ethnic-Culture, cultural terms. South Asia, with a population of 2.04 billion, contains a quarter (25%) of the world's populatio ...

, the term carries the same meaning as a

résumé A résumé or resume (or alternatively resumé), is a document created and used by a person to present their background, skills, and accomplishments. Résumés can be used for a variety of reasons, but most often are used to secure new jobs, wh ...

curriculum vitae In English, a curriculum vitae (,

(CV), for the purposes of jobs,

grants Grant or Grants may refer to: People * Grant (given name), including a list of people and fictional characters * Grant (surname), including a list of people and fictional characters ** Ulysses S. Grant (1822–1885), the 18th president of the U ...

, and

marriage Marriage, also called matrimony or wedlock, is a culturally and often legally recognised union between people called spouses. It establishes rights and obligations between them, as well as between them and their children (if any), and b ...

. While in

industrial and organizational psychology Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effec ...

, it is used as a predictor for future behaviours; in this sense, biodata is "factual kinds of questions about life and work experiences, as well as items involving opinions, values, beliefs, and attitudes that reflect a historical perspective."

In South Asia

In South Asia (

India India, officially the Republic of India, is a country in South Asia. It is the List of countries and dependencies by area, seventh-largest country by area; the List of countries by population (United Nations), most populous country since ...

Pakistan Pakistan, officially the Islamic Republic of Pakistan, is a country in South Asia. It is the List of countries and dependencies by population, fifth-most populous country, with a population of over 241.5 million, having the Islam by country# ...

Afghanistan Afghanistan, officially the Islamic Emirate of Afghanistan, is a landlocked country located at the crossroads of Central Asia and South Asia. It is bordered by Pakistan to the Durand Line, east and south, Iran to the Afghanistan–Iran borde ...

Bangladesh Bangladesh, officially the People's Republic of Bangladesh, is a country in South Asia. It is the List of countries and dependencies by population, eighth-most populous country in the world and among the List of countries and dependencies by ...

and

Nepal Nepal, officially the Federal Democratic Republic of Nepal, is a landlocked country in South Asia. It is mainly situated in the Himalayas, but also includes parts of the Indo-Gangetic Plain. It borders the Tibet Autonomous Region of China Ch ...

), a biodata (a shortened form of ''biographical data'') is essentially a

curriculum vitae In English, a curriculum vitae (,

(CV), for the purposes of jobs, grants, and marriage. The purpose is similar to that of a résumé—to choose certain individuals from the pool of prospective candidates. The biodata generally contains the same type of information as a résumé (i.e. objective, work history, salary information, educational background, as well as personal details with respect to religion and nationality), but may also include physical attributes, such as height, weight, hair/eye colour, and a photograph.

Industrial and organizational psychology

With respect to

, since the respondent replies to questions about themselves, there are elements of both biography and autobiography. The basis of biodata's predictive abilities is the axiom that past behaviour is the best predictor of future behaviour. Biographical information is not expected to predict all future behaviours but it is useful in personal selection in that it can give an indication of probable future behaviours based on an individual's prior learning history. Biodata instruments (also called Biographical Information Blanks) have an advantage over personality and interest inventories in that they can capture directly the past behaviour of a person, probably the best predictor of his or her future actions. These measures deal with facts about the person's life, not introspections and subjective judgements. Over the years, personnel selection has relied on standardized psychological tests. The five major categories for these tests are intellectual abilities, spatial and mechanical abilities, perceptual accuracy, motor abilities and personality tests. The mean correlation coefficient for a standardized test of g (intellectual ability) and job performance is 0.51. A review of 58 studies on biodata found coefficients that ranged from 0.32 to 0.46 with a mean validity of 0.35 The mean validity of interviews was found to be 0.19. research has indicated a validity coefficient of 0.29 for unstructured interviews and 0.31 for structured interviews but interview results can be affected by interviewer biases and have been challenged in a number of different court cases. Biodata has been shown to be a valid and reliable means to predict future performance based on an applicant's past performance. A well-constructed biodata instrument is legally defendable and unlike the interview, is not susceptible to error due to rater biases or the

halo effect The halo effect (sometimes called the halo error) is the tendency for positive impressions of a person, company, country, brand, or product in one area to positively influence one's opinion or feelings. The halo effect is "the name given to the p ...

. It has proven its worth in personnel selection as a cost-effective tool.Kuschnereit, F. and Spinner, B. (June 1997). "Improving The Accuracy of Biodata Questionnaires". Paper presented at the 58th Annual Convention of the Canadian Psychological Association, Toronto.

References

{{reflist Applied psychology Business documents Industrial and organizational psychology