{"id":{"repo_id":"unt","oai_identifier":"info:ark/67531/metadc3220"},"canonical_url":"https://search.dev.ndltd.org/etd/unt/info:ark/67531/metadc3220","repository":{"repo_id":"unt","name":"University of North Texas","base_url":"https://digital.library.unt.edu/oai/"},"display":{"title":"Comparing Five Empirical Biodata Scoring Methods for Personnel Selection","abstract":"A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.","abstract_html":"A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.","abstract_has_math":false,"creators":["Ramsay, Mark J."],"institution":"University of North Texas","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Johnson, Douglas A.","Halfhill, Terry","Huff, Joseph W."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2002,"date_issued":"2002-08","date_published":"2002-08","updated_at":"2026-07-24T05:34:52Z","subjects":["Employee selection.","Employee retention.","Telemarketing -- Employees.","empirical biodata scoring","biodata scoring methods","personnel selection","retention rate"],"languages":["English"],"rights":["Public","Copyright","Ramsay, Mark J.","Copyright is held by the author, unless otherwise noted. All rights reserved."],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["oclc: 50777391","https://digital.library.unt.edu/ark:/67531/metadc3220/","ark: ark:/67531/metadc3220"],"render_values":[{"text":"oclc: 50777391","href":null,"code":true},{"text":"https://digital.library.unt.edu/ark:/67531/metadc3220/","href":"https://digital.library.unt.edu/ark:/67531/metadc3220/","code":true},{"text":"ark: ark:/67531/metadc3220","href":null,"code":true}]}]},"links":{"outbound_url":"https://doi.org/10.12794/metadc3220","outbound_label":"DOI","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Johnson, Douglas A.","Halfhill, Terry","Huff, Joseph W."]},{"key":"dc:creator","label":"Author","values":["Ramsay, Mark J."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2002-08"]},{"key":"dc:publisher","label":"Institution","values":["University of North Texas"]},{"key":"dc:type","label":"Dc Type","values":["Thesis or Dissertation"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Employee selection.","Employee retention.","Telemarketing -- Employees.","empirical biodata scoring","biodata scoring methods","personnel selection","retention rate"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English"]},{"key":"dc:rights","label":"Dc Rights","values":["Public","Copyright","Ramsay, Mark J.","Copyright is held by the author, unless otherwise noted. All rights reserved."]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["oclc: 50777391","doi: 10.12794/metadc3220","https://digital.library.unt.edu/ark:/67531/metadc3220/","ark: ark:/67531/metadc3220"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees."]},{"key":"dc:format","label":"Dc Format","values":["Text"]},{"key":"dc:title","label":"Title","values":["Comparing Five Empirical Biodata Scoring Methods for Personnel Selection"]}]}],"canonical_facts":{"dc:contributor":["Johnson, Douglas A.","Halfhill, Terry","Huff, Joseph W."],"dc:creator":["Ramsay, Mark J."],"dc:date":["2002-08"],"dc:description":["A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees."],"dc:format":["Text"],"dc:identifier":["oclc: 50777391","doi: 10.12794/metadc3220","https://digital.library.unt.edu/ark:/67531/metadc3220/","ark: ark:/67531/metadc3220"],"dc:language":["English"],"dc:publisher":["University of North Texas"],"dc:rights":["Public","Copyright","Ramsay, Mark J.","Copyright is held by the author, unless otherwise noted. All rights reserved."],"dc:subject":["Employee selection.","Employee retention.","Telemarketing -- Employees.","empirical biodata scoring","biodata scoring methods","personnel selection","retention rate"],"dc:title":["Comparing Five Empirical Biodata Scoring Methods for Personnel Selection"],"dc:type":["Thesis or Dissertation"]},"updated_at":"2026-07-24T05:34:52Z"}