what is difference among cv, resume and biodata?

Answer 1

Biodata is a commonly used term in Industrial and organizational Psychology for biographical data. Biodata surveys generally contain 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. Biodata is very useful in personnel selection. 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 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.

While resembling the standard job application form, a typical biodata questionnaire seeks to obtain more extensive and detailed information on significant events in applicants’ lives and especially on their past behaviours. Biodata measures may predict performance across so many aspects of behaviour as well as they do because responses to biodata items may serve to capture previous manifestations of the constructs and mechanisms that ultimately determine predictive relationships with criteria.

A résumé (often spelled resumé or resume) is a document containing a summary or listing of relevant job experience and education, usually for the purpose of obtaining an interview when seeking employment. The word résumé is used especially in the United States and in English Canada; the Latin term curriculum vitae (often abbreviated CV) is instead used in the United Kingdom, Ireland, New Zealand and some Commonwealth countries, as well as in the academic fields in North America, and in many languages other than English. In some regions (such as Australia and India) CV and résumé are used interchangeably.

Often the résumé is the first item a potential employer encounters regarding the job seeker, and therefore a large amount of importance is often ascribed to it. Traditionally, résumés or CVs have been, like careers themselves, oriented towards what a person has accomplished thus far. In most contemporary career consulting the trend is to fashion the document towards what that person can accomplish in a particular job going forward. This is sometimes called a Targeted Resume.


A standard British curriculum vitae, more widely known as a CV, used to 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 CV's 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 list of the job seeker's key skills or rather, professional assets, bulleted - skills alone are somewhat unsophisticated
A reverse chronological list of the job seeker's 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 organisations 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 licence used to be standard - but nothing is required and you should not waste space on trivia.
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 is longer than 2 sides of A4
Writing anything negative.
If applying for a specific position, omitting a covering letter explaining one's suitability.
Using the wrong size of envelope -- CVs are generally put unfolded into C4 envelopes [citation needed].

Lying on a CV (on the work experience or the education/training) in order to get a job or anything else of value is fraud, a serious criminal and civil offence. An employer has right to dismiss an employee or claim money from him or her in a civil court or even get the employee arrested for making false statements or fraud.

The Europass CV was developed by the Council of Europe and replaces the European CV, launched in 2002 by EU parliament. In January 2005 Parliament updated the format of Europass CV.

Answer 2

C.V. and Resume' are in reality an identical gadget because it is referred by utilising community custom. They characterize expert background alongside with skills. Bio-documents, at the same time as requiring interest background (with extra emphasis on place instead of familiar jobs), and preparation (optimum point and school call), oftentimes calls for, age, height, weight, gender, marital status, toddlers and so on. that's often executed to an marketplace or company particular format. It represents extra very own and organic and organic documents.

Answer 3

cv nd resume r the same,th r ur 1st impression on the prospective emlpoyer.resume is a french wrd 4 cv,w/c is used as often as cv.

Answer 4

the first answer explained it all very very well :)

Answer 5

all are same

Answer 6

nothing... all are the same...