Background Data: Use of Experiential Knowledge in Personnel Selection

Abstract

Abstract Background data, or biodata, measures are widely applied in personnel selection. In the present effort, it is argued that background data measures reflect the recall of differential experiential, or case-based, knowledge. The techniques for developing and scaling background data measures are described and evidence bearing on the reliability and validity of these measures is discussed. Critical contingencies bearing on the application of these measures in personnel selection are described. Potential directions for future research are examined along with issues bearing on the application of background data measures in personnel selection.

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