Difference between Bio Data, Resume and CV !!!!!

Dear all,

Biodata
From Wikipedia, the free encyclopedia


Biodata is a commonly used term in Industrial and organizational psychology for biographical data1. Biodata is defined as “...factual kinds of questions about life and work experiences, as well as to items involving opinions, values, beliefs, and attitudes that reflect a historical perspective.” Since the respondent is limited to replying to the questions posed to them there are elements of both biography and autobiography. The basis of biodata’s predictive abilities is the axiom that past behaviour is the best predictor of future behaviour. Biographical information is not expected to predict all future behaviours but it is useful in personnel selection in that it can give an indication of probable future behaviours based on an individual’s prior learning history. Biodata instruments have an advantage over personality and interest inventories in that they can capture directly the past behaviour of a person, probably the best predictor of his of her future actions. These measures deal with facts about the person’s life, not introspection's and subjective judgements.

A Biodata instrument is scored and to make the scoring standardised, most Biodata instruments are in the form of multiple choice questions or Likert scale items.
Over the years, personnel selection has relied on the standardized psychological tests of General intelligence factor(g). The five major categories for these tests are intellectual abilities, spatial and mechanical abilities, perceptual accuracy, motor abilities and personality tests. The mean coefficient for a standardized test of g is .51. A review of 58 studies on biodata found coefficients that ranged from .32 to .46 with a mean validity of .35. The mean validity of interviews was found to be .19. research has indicated a validity coefficient of .29 for unstructured interviews and .31 for structured interviews but interview results can be affected by interviewer biases and have been challenged in a number of different court cases.
In summary, Biodata has been shown to be a valid and reliable means to predict future performance based on an applicant’s past performance. A well-constructed Biodata instrument is legally defendable and unlike the interview, is not susceptible to error due to rater biases or the halo effect. It has proven its worth in personnel selection as a cost effective tool.

In the South Asian community (India, Pakistan, Bangladesh), a biodata is essentially a resumé. The purpose is similar to that of a résumé, to eliminate some candidates from the pool of prospective suitors before meeting others. The biodata generally contains the same type of information as a résumé (i.e. objective, work history, salary information, educational background), but may also include physical attributes, such has height, weight, hair/skin/eye color, and a photo.

Résumé

From Wikipedia, the free encyclopedia

A résumé is a document that contains a summary or listing of relevant job experience and education. The résumé or CV is typically the first item that a potential employer encounters regarding the job seeker and is typically used to screen applicants, often followed by an interview, when seeking employment.

The proper spelling, according to the Professional Association of Résumé Writers, is résumé.

A Curriculum Vitae (loosely translated as course of life) provides an overview of a person's life and qualifications. It differs from a résumé in that it is appropriate for academic or medical careers and is far more comprehensive. A CV elaborates on education to a greater degree than a résumé. A résumé is tailor-made according to the post applied for. It is job-oriented and goal specific. One of the key characteristics of a proper résumé is conciseness.
In the United States and Canada, a CV is expected to include a comprehensive listing of professional history including every term of employment, academic credential, publication, contribution or significant achievement. In certain professions, it may even include samples of the person's work and may run to many pages.

In the European Union, there has been an attempt to develop a standardized CV model known as Europass (in 2004 by the European Parliament and European Commission) and promoted by the EU to ease skilled migration between member countries, although this is not widely used in most contexts.

A standard British CV might have the following points

• Personal details at the top, such as name in bold type, address, contact numbers and, if the subject has one, an e-mail address. Photos are not required at all, unless requested. Modern CVs are more flexible.
• A personal profile, written in either the first or the third person, a short paragraph about the job seeker. This should be purely factual, and free of any opinion about the writer's qualities such as "enthusiastic", "highly motivated", etc.
• A bulleted list of the job seeker's key skills or professional assets alone is somewhat unsophisticated
• A reverse chronological list of the job seeker's educational qualifications and work experience, including his or her current role. The CV should account for the writer's entire career history. The career history section should describe achievements rather than duties. The early career can these days be lumped together in a short summary but recent jobs should illustrate concept, planning, achievement, roles.
• A reverse chronological list of the job seeker's education or training, including a list of his or her qualifications such as his or her academic qualifications (GCSEs, A-Levels, Highers, degrees etc.) and his or her professional qualifications (NVQs and memberships of professional organizations etc.). If the job seeker has just left the place of education, the work experience and education are reversed.
• Date of birth, gender if you have an ambiguous first name, whether you have a driving license used to be standard - but nothing is required and you should not waste space on trivia. An employer requesting date of birth and gender needlessly could find itself on the losing side of recent anti-discrimination legislation.
• The job seeker's hobbies and interests (optional)

It is obligatory for it to be typed or word-processed, not hand-written.

There are certain faux pas for CVs:

• The CV being longer than two full sides of A4 paper. (This rule does not apply to academic positions, for which the CV normally includes a complete list of publications and major conference papers. CVs for positions in postsecondary teaching, research, and academic administration may be of any length.)
• Writing anything pejorative about other persons or businesses.
• If applying for a specific position, omitting a covering letter explaining one's suitability.
• Implying skills which one does not have.

As with résumés, CVs are subject to recruiting fads. For example,

• In German-speaking countries, a picture was a mandatory adjunct to the CV for a long time.
• In the huge Indian job market, photos and good looks are strongly preferred in the service industry (hotels, aviation, etc.) and in sales-marketing, front office and customer service jobs. Additionally, Indian employers prefer lengthy résumés.
• Including a photograph of the applicant is strongly discouraged in the U.S. as it would suggest that an employer would discriminate on the basis of a person's appearance — age, race, sex, attractiveness, or the like. The theatre and modeling industries are exceptions, where it is expected that résumés will include photographs; actors refer to such photos as head shots.
• When listing non-academic employment in the U.S., the newest entries generally come first (reverse chronological).
• The use of an "objective statement" at the top of the document (such as "Looking for an entry-level position in stores") was strongly encouraged in the U.S. during the mid-1990s but fell out of favor by the late-1990s. However, with the avalanche of résumés distributed via the Internet since the late 1990s, an "objective" and/or "skills summary" statement has become more common to help recruiters quickly determine the applicant's suitability. It is not prevalent elsewhere.
• A profiling statement (or thumbnail description) was a protocol developed by placement agencies in the late 1980s. Many candidates now open their CV with such a statement. This can be a short paragraph or a handful of bullet points delineating the candidate's most desirable skills and experiences.
• Listing of computer skills (such as proficiency with word processing software) was a strong differentiator during the 1980s but was considered passé for most professional positions by the 1990s.
• In the 1980s and early 1990s in the U.S., the trend was to not allow a résumé to exceed one page in length. In the late 1990s, this restriction fell out of vogue, with two- or even three-page résumés becoming common.

General

In many contexts, a résumé is short (usually one page), and therefore contains only experience directly relevant to a particular position. Many résumés contain precise keywords that potential employers are looking for, make heavy use of active verbs, and display content in a flattering manner.

In the past, résumés/CVs used to be no longer than two pages, as potential employers typically did not devote much time to reading résumé details for each applicant. In some countries employers have changed their views regarding acceptable résumé length. Since increasing numbers of job seekers and employers are using Internet-based job search engines to find and fill employment positions, longer résumés/CVs are needed for applicants to differentiate and distinguish themselves, and employers are becoming more accepting of résumés that are longer than two pages. Many professional résumé writers and human resources professionals believe that a résumé/CV should be long enough so that it provides a concise, adequate, and accurate description of an applicant's employment history and skills. The transmission of résumés/CVs directly to employers became increasingly popular as late as 2002. Jobseekers were able to circumvent the job application process and reach employers through direct email contact and résumé blasting, a term meaning the mass distribution of résumés/CVs to increase personal visibility within the job market. However the mass distribution of résumés/CVs to employers often can have a negative effect on the applicant's chances of securing employment as the résumés/CVs tend not to be tailored for the specific positions the applicant is applying for. It is usually therefore more sensible to adjust the résumé/CV for each position applied for.

The complexity and simplicity of various résumé/CV formats tend to produce results varying from person to person, for the occupation, and to the industry. It is important to note that résumés/CV used by medical professionals, professors, artists and people in many other specialized fields may be comparatively longer. For example, an artist's résumé/CV, typically excluding any non-art-related employment, may include extensive lists of solo and group exhibitions.

Terminology

Curriculum vitae is Latin meaning "course of life" and résumé is French meaning "summary". In the business world, the word résumé is used in the United States and in English Canada. Curriculum vitae and "CV" are used in the United Kingdom, Republic of Ireland and New Zealand in all contexts, with résumé having very little currency.[citation needed]

In Australia, and India the terms "résumé" and "CV" may be used interchangeably. However, a résumé more often has a free-form organizational style and is used for seeking employment in the private sector, whereas a curriculum vitae (also called a vita, but not curriculum vita, see below) usually has a more standardized look and format for the purpose of seeking positions in academic or educational institutions. Another difference is that a résumé tends to be more descriptive and tailored for a specific purpose or target audience, whereas a curriculum vitae tends to be organized in a way that presents data about one's self in a compact fashion, with a clear chronology. For example, a résumé may begin with a statement about a personal goal, followed by a list of most significant accomplishments or characteristics in order of significance, while a curriculum vitae often includes complete and unembellished lists of data such as educational institutions attended, degrees received, positions held, professional affiliations, publications authored, etc. A résumé may or may not be represented by the person as a complete history of themselves without omission, whereas a curriculum vitae usually implies that there are no omissions, and in particular, no temporal gaps.

The term curriculum vitae means "course of life" in Latin. While it is appropriate to write either curriculum vitae or just vita, it is incorrect to use the phrase curriculum vita, the form vitae being the genitive of vita. The plural of curriculum vitae is curricula vitae.

Styles

A simple résumé is a summary typically limited to one or two pages of size A4 or Letter-size highlighting only those experiences and credentials that the author considers most relevant to the desired position. CVs are typically longer.
Résumés may be organized in different ways:

Reverse chronological résumé

A reverse chronological résumé enumerates a candidate's job experiences in reverse chronological order, generally covering the last 10 to 15 years.
The reverse chronological résumé format is the most commonly used. In using this format, the main body of the document becomes the Professional Experience section, starting from the most recent experience going chronologically backwards through a succession of previous experience. The reverse chronological résumé works to build credibility through experience gained, while illustrating career growth over time. In the United Kingdom the chronological résumé tends to extend only as far back as the subject's GCSE/Standard Grade qualifications.

Functional résumé

A functional résumé lists work experience and skills sorted by skill area or job function.
The functional résumé is used to assert a focus to skills that are specific to the type of position being sought. This format directly emphasizes specific professional capabilities and utilizes experience summaries as its primary means of communicating professional competency. In contrast, the chronological résumé format will briefly highlight these competencies prior to presenting a comprehensive timeline of career growth via reverse-chronological listing with most recent experience listed first. The functional résumé works well for those making a career change, having a varied work history and with little work experience. A functional résumé is also preferred for applications to jobs that require a very specific skill set or clearly defined personality traits.

Combination résumé

The combination résumé balances the functional and chronological approaches. A résumé organized this way typically leads with a functional list of job skills, followed by a chronological list of employers. The combination résumé has a tendency to repeat itself and is therefore less widely utilized than the other two forms.

Online résumés


The Internet has brought about a new age for the résumé. As the search for employment has become more electronic, résumés have followed suit. It is common for employers to only accept résumés electronically, either out of practicality or preference. This electronic boom has changed much about the way résumés are written, read, and handled.

• Job seekers must choose a file format in which to maintain their résumé. Many employers, especially recruitment agencies on their behalf, insist on receiving résumés as Microsoft Word or Open Office documents. Others will only accept résumés formatted in HTML, PDF, or plain ASCII text.
• Many potential employers now find candidates' résumés through search engines, which makes it more important for candidates to use appropriate keywords when writing a résumé.
• Including an e-mail address in an online résumé may expose the job seeker to spam (see Spambot).
• Many large employers use electronic résumé processing systems to handle large volumes of résumés. Job ads may direct applicants to email a résumé to their company or visit their website and submit a résumé in electronic format.

Some career fields include a special section listing the life-long works of the author. For computer-related fields, the softography; for musicians and composers, the discography; for actors, a filmography.



Keeping résumés online has become increasingly common for people in professions that benefit from the multimedia and rich detail that are offered by an HTML résumé, such as actors, photographers, graphic designers, developers, dancers, etc.
Job seekers are finding an ever increasing demand to have an electronic version of their résumé available to employers and professionals who use Internet recruiting at any time. Internet résumés differ from conventional résumés in that they are comprehensive and allow for self-reflection. Unlike regular 2 page résumés, which only show recent work experience and education, Internet résumés also show an individual's skill development over his or her career.


For job seekers, taking résumés online also facilitates distribution to multiple employers via Internet. Online résumé distribution services have emerged to allow job seekers to distribute their résumés to employers of their choices via email.
Another advantage to internet résumés is the significant cost savings over traditional hiring methods.


Finally, the internet is enabling new technologies to be employed with résumés, such as video résumés--especially popular for multimedia job seekers. Another emerging technology is graphic-enabled résumés, such as Visual CV.


Thank you

Now a days resume and CV are used for the same meaning.]

............. Bio data is something which describe the most general details including height, weight, personality, family background, Interest, hobbies etc.

Biodata - bears among other details, Family information like Father's Name, Personal Marital Status, Number of dependents, Height & Weight etc. It generally is not suited for professional use.

Though resume and CV are used synonymously, there are differences.

Resume - is a document that conveys the professional objectives, goals and exemplifies how the professional and employment history is converging towards acheivement of those goals. It has a brief mention of educational qualification(s) and awards and acheivements. Resumes can have versions.

CV - is a detailed chrological history or account of professional life, qualifications and awards, achievements and/or publications etc. By far a CV is a more detailed document as compared to resume.

hiiiiiiiii according to me bio data means the persons personal qualifications in the sense his occupation, marital status his experience ,sort skills whereas cv is ur personal details as well as ur family background

Dear All,

I would like to tell you about the differences between CV,Bio data and resume.

Bio data: This is something about the life and it related activities,what is currently happening and what happened in the past.
CV:It tells about experiece and current activities.
Resume: It tells about the story between breaks means from education and its jouuney of life with experience.

From above the conclusion,all the terms related to each other and we can say syn.

Best Regards
Sajid

Hi friends,

according to me Biodata, CV and Resume are basically the same things ie, they provide the same information but in the different format. The biodata must contain father's name, sex, marital status etc. The CV should target to the objective related to the post applied for. There is no need to write the marks or evaluative academic information. In a resume, there is a chronological order of the academics required along with marks and percentages.

Dear all,

Rajwant is right.

Biodata contains biological details i.e. personality, height, hobbies, interests, profession, family background, etc. and is used for matrimonial purposes.

CV (Curriculum Vitae) is a job application by the freshers, giving details of academics, projects undertaken, etc.

Resume' is a job application by an experienced professional, providing summary of experience in reverse chronological order besides academic profile.

Hope the difference is clear now.

Regards,
Jaspreet Ahluwalia
Alumni IIM-A;
Educator with Harvard Business School;
Certified NLP Practitioner;
MBA-HR (Hons.); MJMC (Gold Medalist); MA (Eng.)

Bio data - Data relates to bilogical information, like - Weight, bloodgroup, height, colour, vision, date of birth, place of birth, zodiac signs etc. - Purpose - Marriage, bio fitness examinations etc.

CV - (Curriculam Vitae) - after gratuated from schools/colleges like, stds, passing years, universities, percentages, institutions, projects done during stydy etc all info related to curicullum.
Purpose - applying for higher educational courses, projects, first job.

Resume - summary of all above & work related experiance, perod/date wise.
Purpose - Applying for new / higher jobs,

Dear Pankaj,

I hope the following article that I have tried to edit as briefly as possible and personalize wherever required, will suit your needs and be helpful.


1. Curriculum vitae give a brief description of the positive elements that highlights ones capabilities like educational qualifications, previous occupations, knowledge gained over the years, etc that can aid in performing the new role better. It generally points out all the
information pertaining to every aspect of ones educational and professional course of life. It is supposed to contain every single aspect of expertise gained from educational courses and professional experiences that can strengthen ones prospects in getting the job. The term curriculum vitae is more popular in the European countries.

2. Résumé, on the other hand, highlights those achievements which are crucial to the job applied for. Personal, educational and professional experiences significant to the role form part of the résumé. It draws attention to ones most significant achievements to succeed in the highly competitive sector. It is moulded to suit the requirements, targeting a selected audience. It can be prepared chronologically in order of the time of the accomplishments, or can be arranged in order of priority of each key skill or achievement accomplished. Résumé can be of help when the expertise gathered is wide and varied, and pointing out the key functional expertise becomes the need of the hour. Résumés vary from job to job and from role to role. These are also used while making a switch in ones career.

3. Biodata contains all BIOGRAPHICAL (NOT BIOLOGICAL) information from the personal details, educational qualifications supported by details of educational institutions from where the knowledge was gained, professional details including the work accomplishments, salary last earned, etc. Personal details like the height, weight, etc might become a part of the biodata depending on the target audience. Yes it is true, in our country, biodata is used while seeking matrimony, and during the times of initial employment where the professional skills could be negligible.

In India, even though these three terms are used interchangeably the focal point is to uplift ones position as a probable employee. With a huge population applying for any role in the country, emphasizing ones skills for the required job might call for the job of an expert. There are many organizations that help the candidates in preparing a winsome résumé and a covering letter. Recognition of the differences in these terms helps in using the right document to the right job.

From Alpana Das