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3 Things You Need to Know About I/O Psychology

August 15, 2013

Using Industrial Organizational (I/O) psychology research, hiring managers can vastly improve their current selection systems and processes. This could be accomplished by starting with a job analysis to determine what traits are actually important for a certain job and then implementing assessments to measure these traits. As an HR professional, you want to make sure you are putting your time and resources into the right people and integrating I/O research into your hiring process is the perfect place to start. But when it comes to I/O psychology, what do you actually know about it? You may know that an I/O psychologist focuses on the practices of describing, guiding and predicting human behavior within a work context. If you didn’t know that, now you do.

There are many things you should know about I/O psychology, especially if you are in the HR field, but let’s start with three things you NEED to know about I/O:

1. I/O Psychology is the application of Psychology in the workplace:

Our main goal is to describe, control and predict human behavior. We implement those three things in a way that is as effective as possible for your organization.

2. The goal of an I/O Psychologist is to maximize effectiveness while maintaining equality:

We want all of our systems, whether they are for hiring employees or training employees, to be as effective as they can possibly be. Once we make the process effective we then work to make sure that the selection process does not discriminate against any individual or groups of individuals – maintaining equality.

3. Using best practices within the I/O field will improve the accuracy of hiring decisions, but will not guarantee 100% accuracy:

Utilizing best practices in the field can definitely improve the accuracy of hiring decisions and have a significant impact on important organizational outcomes. However, no hiring system will predict with 100% accuracy. We will get you better employees by providing objective, job relevant criteria by which to evaluate your candidate pool.

Before implementing I/O into your hiring process, remember these 3 tips. Ultimately the research we conduct can supply your organization with important information and a better hiring process that will help you select, train and place the right employees in the right roles.

evidence for EI

Steven Jarrett, Ph.D. Steven Jarrett, Ph.D. is a Senior Consultant at PSI. He has extensive experience developing, implementing, and validating legally defensible selection solutions for organizations. Steven has worked in a variety of industries including manufacturing, retail, healthcare and education.