Insights / Category
I-O Psychology
Industrial-organizational psychology research applied to AI hiring, assessments, and workforce decisions.
Incremental Validity: Does Your Assessment Battery Add Up?
Adding more assessments to a hiring process doesn't always add predictive value. Incremental validity tells you whether a new tool is actually improving your decisions.
How I-O Psychology Defines Fairness in Selection
Fairness in hiring has multiple definitions, and they do not always agree. Here is how the field distinguishes procedural fairness from outcome fairness and why the difference matters.
Construct Validity: Do You Know What You're Actually Measuring?
Before you score a candidate on communication or leadership, you need to know what those words mean in this role. Construct validity is how you find out.
Criterion Validity: What It Is and Why Most Employers Can't Demonstrate It
Criterion validity is the gold standard for proving a hiring assessment works. Here is what it actually requires and what to do when a formal study isn't feasible.
Job Analysis: The Step Most Hiring Processes Skip
Before you write a job description or design an interview, you need to know what the job actually requires. Job analysis is how you find out.
What Is Adverse Impact in Hiring, and Why Does It Matter?
Adverse impact is a measurable disparity in selection rates across demographic groups. Understanding it is foundational to legally defensible hiring.
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