The document discusses guidelines for developing and using biodata questionnaires for personnel selection. It recommends developing a large pool of biodata items related to behaviors and experiences. Items should be brief, specific, use response options on a continuum, and avoid sensitive personal topics. Biodata items are prescreened by judges and piloted on large samples. Scoring can result in a single or multiple biodata scores using statistical methods. Biodata measures typically show moderate predictive validity for job performance criteria and are more accurate for common factors than single items. Validity may be higher when tailored to a specific organization. Developing biodata requires considering the job analysis and criterion to optimize prediction.