Cv(Curriculum Vitae),Resume & Bio-data

8/3/2019 Cv(Curriculum Vitae),Resume & Bio-data

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CV(Curriculum Vitae),RESUME & BIO-DATA


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The word, RESUME comes from the French and means summary,

thus points to the conciseness of this type of professional

document .

A CURRICULUM VITAE (usually shortened to CV) is the norm in

Europe as well as in countries with which it traditionally has

cultural ties. In keeping with the Latin meaning (roughly

equivalent to course of life.

BIODATA is absolutely a personal word.


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RESUME means a short

introduction of a

person's name,address, qualification,

career details etc.

CV means the

details of the

person, consists of

similar points as

that of a resume

but in detail, like

the person can all

his companies and

his associated job

role in each of his

designations.

BIODATA stands for

data of self which

may be personal or

professional use.


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RESUMES

Resumesare

generallynot more

than one orat the max2 pages.

CV

The CV cango for as

long as 3-4pages.

BIODATA

At timeslimited

to a

singlepage.


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Resumes

RESUMES are used in North America and in countriesunder American cultural influence.

CV

CV provides the occasion to delve more deeply intoan applicants educational, professional and personaldetails. And this explains why in the USA doctors,scientists and academics also use CVs.

Biodata

BIODATA is basically the terminology given forjobs in government department in which more of apersons biological history is given.


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Difference Between Resume & CV A RESUME is a career and educational summary meant to

highlight your skills and experience and a C.V. is a list

meant to document every job and degree you've ever

received in your life.

In a typical C.V., the first category is Education, listing

preparatory/college/university information and dates right

up front. The C.V. continues with Work Experience, often

listing jobs going back to college days, and often listing

them in chronological order The C.V. is quite simply a

listing of company names, job titles, dates of employment,

and job responsibilities. A PROFESSIONAL RESUME, on the

other hand, does not require that you include every job

you've ever held.


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The C.V. is written in a paragraph style, not

broken up with bulleted or italicized information

to highlight any skills, accomplishments, or

achievements for each specific position like a

resume. Each paragraph lists the responsibilities

from a first person perspective "I" and "my" -

which is just not done in a professional resume.

C.V. is to include personal information in thedocument. The applicant lists marital status,

nationality, height and weight, date of birth, and

other information but it does not belong on a

resume.


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TYPES OF TESTS


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TYPES OF EMPLOYMENT TESTS

1. Assessment Centers

2. Biographical Data

3. Cognitive Ability Tests

4. Integrity Tests

5. Interviews

6. Job Knowledge Tests

7. Personality Tests

8. Physical Ability Tests

9. Work Samples and Simulations


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1. Assessment centers

It can be designed to measure many different types of job related

skills and abilities, but are often used to assess interpersonal skills,

communication skills, planning and organizing, and analytical

skills.

It reflect job content and types of problems faced on the job.

Assessment centers often include other kinds of tests such as

cognitive ability tests, personality inventories, and job knowledgetests.

The assessment center typically uses multiple raters who are trained

to observe, classify, and evaluate behaviors. At the end of the

assessment center, the raters meet to make overall judgments

about peoples performance in the center.


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2. Biographical Data

The content of biographical data instruments varies widely, and may

include such areas as leadership, teamwork skills, specific jobknowledge and specific skills (e.g., knowledge of certain software,

specific mechanical tool use), interpersonal skills, extraversion,

creativity, etc.

It uses questions about education, training, work experience, and

interests to predict success on the job.Some biographical data instruments also ask about an individuals

attitudes, personal assessments of skills, and personality.


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3. Cognitive Ability Tests

Cognitive ability tests typically use questions or problems to measure

ability to learn quickly, logic, reasoning, reading comprehension andother enduring mental abilities that are fundamental to success in

many different jobs.

Cognitive ability tests assess a persons aptitude or potential to solve job-

related problems by providing information about their mental abilities

such as verbal or mathematical reasoning and perceptual abilities likespeed in recognizing letters of the alphabet.


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4. Integrity Tests

Integrity tests assess attitudes and experiences

related to a persons honesty, dependability,trustworthiness, reliability, and pro-social

behavior.

These tests typically ask direct questions about

previous experiences related to ethics and

integrity ORask questions about preferencesand interests from which inferences are

drawn about future behavior in these areas.

Integrity tests are used to identify individuals

who are likely to engage in inappropriate,

dishonest, and antisocial behavior at work.


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5. Interviews

Interviews vary greatly in their content, but are often used to assess

such things as interpersonal skills, communication skills, and

teamwork skills, and can be used to assess job knowledge.

Well-designed interviews typically use a standard set of questions to

evaluate knowledge, skills, abilities, and other qualities required

for the job. The interview is the most commonly used type of test.

Employers generally conduct interviews either face-to-face or by

phone.


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6. Job Knowledge Tests

Job knowledge tests typically use multiple

choice questions or essay type items to

evaluate technical or professional

expertise and knowledge required for

specific jobs or professions.

Examples of job knowledge tests include

tests of basic accounting principles,

A+/Net+ programming, and blueprint

reading.


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7. Personality Tests

Some commonly measured

personality traits in work

settings are extraversion,

conscientiousness, openness to

new experiences, optimism,

agreeableness, service

orientation, stress tolerance,

emotional stability, and initiative

or proactively.

Personality tests typically measure

traits related to behavior at

work, interpersonal interactions,

and satisfaction with different

aspects of work.

Personality tests are often used

to assess whether individuals

have the potential to be

successful in jobs where

performance requires a great

deal of interpersonal interaction

or work in team settings.


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8. Physical Ability Tests

Physical ability tests typically use tasks

or exercises that require physicalability to perform. These tests

typically measure physical

attributes and capabilities, such as

strength, balance, and speed.


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9. Work Samples and Simulations

These tests typically focus on measuring specific job

skills or job knowledge, but can also assess moregeneral skills such as organizational skill, analytic

skills, and interpersonal skills.

Work samples and simulations typically require

performance of tasks that are the same or similar to

those performed on the job to assess their level ofskill or competence.

For example, work samples might involve installing a

telephone line, creating a document in Word, or

tuning an engine.


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Documents

Cv(Curriculum Vitae),Resume & Bio-data