Biodata phenomenology: Recruiters' perceptions and use of biographical information in personnel selection

Barbara K Brown, Purdue University

Abstract

Recruiters' phenomenological perceptions of the content domains that biographical data (biodata) reflect were examined along with recruiters' use of biodata for making applicant screening decisions. Based on existing research, it is suggested that abilities are an important perceived component of biodata used in personnel selection. Three field experiments with different samples and methodologies were conducted to examine this premise. A total of 344 recruiters and line managers from 28 companies participated. Study 1 asked recruiters to make judgments about the underlying ability attributes (language, math, physical) and nonability attributes (motivation, leadership, interpersonal) of biodata items frequently encountered in the applicant screening process. Biodata items were perceived to reflect both ability and nonability attributes, and were judged to be useful for screening applicants. The more items were perceived to reflect the attributes, the more those items were judged useful. Further, attributes were reliably judged across recruiters, and nonability attributes of biodata items were as reliably judged as ability attributes. However, high levels of biodata items were judged more reliably than low levels of biodata items across ability and nonability attributes. Study 2 examined recruiters' use of abilities biodata for making applicant screening decisions. Recruiters rated an array of hypothetical resumes which varied on levels of abilities based on study 1 results. These resumes were assessed for two jobs, sales representative and cost accountant, chosen to represent differing ability requirements. Results indicated that recruiters rated resumes as more acceptable to the degree that biodata items reflected higher levels of abilities important for the jobs. Study 3 consisted of protocol analysis to provide a qualitative understanding of recruiters' perceptions of biodata content. Recruiters' comments were sorted into content categories. Results showed that recruiters mentioned most of the ability and nonability attributes with substantial frequency, and two new categories emerged (well-roundedness and intelligence). Results also showed that math attributes were mentioned significantly more frequently for the cost accountant job and interpersonal attributes significantly more often for the sales representative job. It is concluded that recruiters reliably judge ability and nonability attributes of biodata and use this information to make applicant screening decisions.

Degree

Ph.D.

Advisors

Campion, Purdue University.

Subject Area

Management|Occupational psychology

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