ABSTRACT
This conclusion presents some closing thoughts discussed in the preceding chapters of this book. The book explores the use and efficacy of biographical indicators, or 'biodata', in the business context. It highlights some of the strengths and weaknesses of biodata but there are also some practical issues to consider before any organization can use biodata successfully. The book looks at the conditions under which biodata will or will not make an effective contribution to an organization's recruitment and selection procedures, whether biodata have a future in a particular organizational context. The supply of, and demand for, labour affects the power relationship between potential employee and potential employer in ways that have a direct consequence for recruitment and selection practices. The predictive power of 'classical' biodata forms is measured in purely statistical terms, usually expressed as the correlation between the total biodata score and some measure of job performances.
