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to determine the knowledge, skill, ability, and other job characteristics (KSAOs) needed for the job. Items are chosen that reflect the required KSAOs. Some research has shown that BIBs are able to predict job success. Both types of BIBs, the empirical and the rational seem to work about equally.
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format. The emphasis is on past behaviors because they are best predictors of future behaviors. Typically, BIBs are designed to predict success in a particular job because they contribute to a predictor sample, which is used to make personnel selection decisions.
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Stokes, G. S., & Searcy, C. A. (1999). Specification of scales in biodata form development: Rational vs. empirical and global vs. specific. International
Journal of Selection and Assessment, 7(2), 72-85.
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to help determine which of several candidates should be hired for a job. Originally companies would take the information from their job applications forms to see what would be useful in predicting the
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instrument that includes questions about past personal and work experiences, as well as interests, opinions, values, and attitudes. Its items are all presented in the
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of employees. Over time, the amount and type of biographical information collected by employers has expanded and is now placed into the BIB assessments used today.
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Breaugh, J. A. (2009). The use of biodata for employee selection: Past research and future directions. Human
Resource Management Review, 19(3), 219-231.
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or other criterion of job success. Those items that can predict job success are retained for the BIB. The rational approach is to start with a
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There are two types of BIBs: the empirical and the rational. With the empirical BIB, each item is correlated with a measure of
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Cascio, W. F., & Aguinis, H. (2010). Applied
Psychology in Human Resource Management, Prentice Hall.
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Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Thousand Oaks: CA: Sage.
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