Insights
Research, compliance, and practice
I-O psychology, AI hiring, and workforce analytics from the Talent Systems team.
NYC Local Law 144: What Employers Actually Need to Know
NYC Local Law 144 requires bias audits for automated employment decision tools. Here is what it covers, what it does not, and what compliance actually requires.
Panel Interviews Don't Solve the Consistency Problem
Multiple perspectives sound like a safeguard against bias. The research says otherwise. Here is what panel interviews actually do and what does work instead.
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.
UGESP: What Employers Actually Need to Know
The Uniform Guidelines on Employee Selection Procedures set the federal standard for defensible hiring. Most employers have never read them. Here is what they require.
Competency-Based Hiring vs. Skills-Based Hiring: What the Difference Actually Means
Skills-based hiring has gotten a lot of attention. Competency-based hiring has decades of research behind it. They are not the same thing, and the distinction matters.
Behaviorally Anchored Rating Scales: What They Are and Why They Work
BARS replace subjective impressions with observable behavior. Here is how they are built and why they improve scoring consistency across interviewers.
The 4/5ths Rule: What It Measures and What It Misses
The 4/5ths rule is the standard threshold for identifying adverse impact in selection. Here is how to calculate it, what it triggers, and where it falls short.
What Makes a Question Behavioral (and Why the Distinction Matters)
Not every past-tense question is behavioral. Not every situational question is weak. Here is how to tell the difference and when to use each.
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.