Key Terms

Application forms: series of questions regarding suitability for the job

Biodata: application information empirically developed and scored in a way to maximize prediction

Empirically keyed biodata/criterion keyed biodata: biodata items chosen based only on their relationship to an outcome of interest (e.g., job performance)

Rationally keyed biodata: biodata items informed by a job analysis and items chosen based on their relevance for a particular worker characteristic

Reference checks: The collection of information about prospective job applications from people who have had contact with the applicants

Instructions.

Would you advise an organization use biodata? Why or why not? (2-3 sentences)

I provide an example of an empirically keyed biodata measure that is related to job performance throughout this document (Mount et al., 2000). Choose one question from each domain (problem solving and interpersonal) and answer the questions for each one as if you are hiring a barista. Provide your overall evaluation as well. Problem solving (Add item here)

Is this information really needed to judge an applicants qualifications for the job?

Would you expect this item be related to the job performance of a barista?

Will answers to this question have an adverse impact in screening out members of a protected group? Does the question conflict with EEOC guidelines, federal or state laws, or statutes?

How would applicants react to this question? Does the question constitute an invasion of privacy?

Would you use this item? Why or why not?