Examination of ethnic group differential responding on a biodata instrument

Abstract

Biodata is a selection device that is often cited for high criterion validity and low adverse impact, yet little research examines the latter point. Further, little is known about whether differential biodata item responding by ethnic group occurs, and if so, whether this impacts ethnic group differences, predictive bias, adverse impact, and criterion validity. Data from 5,242 applicants for a government agency position indicated that elimination of biodata item response options with differential ethnic group selection rates from scoring consideration resulted in a large decrease in ethnic group differences, no predictive bias, less potential adverse impact, and a nonsignificant decrease in criterion validity. Results are compared to a general mental ability measure. Implications and future research directions are discussed.

Developing Biodata for Public Manager Selection Purposes: A Comparison between Fuzzy Logic and Traditional Methods

“…Biodata, defined as information about workers' previous experiences, behaviours, and feelings in specific situations (Stokes, 1999) have been used in personnel selection for over one hundred years (Becton et al 2009;Dean, 2013;Speer et al 2020). Biodata information contributes to the selection process by screening out applicants in terms of fit to organizational demands and job description and specification.…”

Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.

“…Roth et al (2011) Black–White mean difference estimate for biodata was d = .57, drawn from Potosky et al (2005). Potosky et al’s estimate came from two studies: Dean (1999; d = .73) dissertation (subsequently published as Dean, 2013) and Kriska (2001; d = .27). We suggest the d = .73 from Dean is implausible.…”