Biographical inventory is a selection device used as an alternative or supplement to cognitive testing because this measurement method predicts aspects of job performance that are not predicted by cognitive measures. Some of the issues and concerns about using biographical inventories are discussed. The use of biographical inventories (biodata) is based on the assumptions that past behavior is a valid predictor of future behavior and that information from job applicants about previous experience can be used to predict performance. Items of a personal history can be divided into "hard" items that can easily be verified against records, and "soft" items that cannot be checked for truthfulness. The combination of "hard" and "soft" biodata items broadens the variety of information collected. Biodata items are generally cast in a short-answer or multiple-choice format. Limitations designed to protect applicants from discriminatory behavior keep certain types of information from being included on biodata inventories. Estimates of biodata reliability vary greatly with the content of items included. Predictive validity has been established for biodata over a variety of occupations. Care must be taken in constructing biodata inventories to reduce the potential for adverse impacts. There are four references. (SLD)