Insights
Research, compliance, and practice
I-O psychology, AI hiring, and workforce analytics from the Talent Systems team.
How an AI Scores a Behavioral Interview Response
What actually happens when an AI evaluates a candidate's answer. The process is less mysterious than the marketing makes it sound, and more rigorous than most human scoring.
How Interviewers Rationalize Decisions They've Already Made
Most hiring decisions are made in the first few minutes of an interview. Everything after that is confirmation. Here is the research on why this happens and what to do about it.
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.
Documenting Hiring Decisions So They Survive Legal Review
Interview notes are discoverable in litigation. What you write, how you write it, and what you choose not to document all matter. Here is what to know.
What Exit Data Can Tell You About Your Hiring Process
Most organizations treat exit interviews as a formality. Structured exit data, connected to hiring records, can close the loop between what you selected for and what actually drove attrition.
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.
Behavioral vs. Situational Questions: When to Use Each
Both question types have validity evidence behind them. They measure different things and work better in different contexts. Here is how to choose.
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.
The Real Cost of a Bad Hire (Without the Made-Up Numbers)
You've seen the $240,000 figure cited everywhere. It is not grounded in data. Here is what the research actually says about how to estimate the cost of a hiring mistake.