interbiznet: The Recruiting News

The Recruiting News

Please Click On Our Sponsors

Please Click On Our Sponsors

Recruiting News for the Human Resource Professional

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors

Please Click On Our Sponsors




Click On Our Sponsors

Click On Our Sponsors







Find out more
About IBN

Got a news tip?
Tell us at

Our Rate Card



Trends Reports



It is better
to not be on
the web than
to be on and
not know why

John Sumser

is more
it seems.
John Gall


The Electronic Recruiting News is a Free Daily Newsletter For Recruiters, HR Managers, Advertising Agencies and Clasified Advertising Operations

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Click On Our Sponsors

I-0 Psychology
March 17, 2003) - Industrial-Organizational Psychology, commonly referred to as I-O, is the core belief system of most of the top tier companies offering assessment services. Based on solid 1990s logic, the basic case goes something like this. In order to make assessment effective, it must be based on scientifically derived 'norms'  built on data collected within an organization. 

In other words, the intellectual community behind assessment believes that the only way that assessment can be valid is within the confines of a specific organizational structure. Fortunately, they are well prepared to field a team of interviewers and questioners who can gather the appropriate data required to make assessment work in your organization. This approach, which precedes the web, is based on a model of the universe that assumes that you build an hypothesis and then test it for validity. 

According to most I/O Psychologists, this is the only way that one can achieve scientific validity. In reality, it is just the cost structure of the companies that offer this sort of assessment. It was a good approach before the web rendered it obsolete. The problem is that the I-O community has not recognized that things have moved on.

Science has always recognized inductive (generalizing from specific data) and deductive (forecasting specifics from general principles) reasoning. Typical 1990s scientific method used deductive logic to suggest hypotheses which were then validated or invalidates through testing. This is how norms are built in the traditional I-O methodology. Unfortunately, this leaves assessment companies busy defending huge upfront costs in their work while more nimble competitors take more pragmatic approaches.

The web, because it generates huge volumes of behavioral data, opens the distinct possibility that assessment can be induced from specific patterns in the behavioral data from a workforce. It is normal for an I-O psychologist to turn their nose at the suggestion that a tool like the Myers-Briggs can be effective (and we wonder what all that jabber actually means). But, and it's a big but, lots of hiring managers use the tool and the web provides a solid mechanism for supporting its usage through data.

The traditional I-O type would claim that a test without local norms has low validity. A pragmatic practitioner, on the other hand,  would love the idea of a ready to use instrument that could be later validated. The swirl of contradictory opinion and opportunity leaves the traditional I-O practitioner in an indefensible position that must be played defensively rather than offensively. Because the convention holds that data must precede utility, the I-O folks have to defend eternally high upfront costs while the competition can move those expenses downstream. It sad to see institutional belief systems that are nearly intentionally designed to produce failure. 

Solving the impending labor crisis depends, in part, on the development of tools that transcend organizational boundaries. As counter-intuitive as it seems today, making job changing easier, while painful as an attrition problem, makes labor more readily available in the aggregate. The time spent looking for work can readily be converted into productive labor if the barriers to job changing are reduced. I-O Psychologists could be at the cutting edge of this trend if their misplaced belief in outmoded methods were reconciled.

- John Sumser © TwoColorHat. All Rights Reserved.

What are you up against?

From managing your applicants inside its talent management system, to powering all sorts of career sites, Hodes iQ will make a huge impact on your work.

To see if Hodes iQ's real recruiting and real answers in real time can help you, try these links: names Hodes iQPost #1

Take a quick view of Hodes iQ

See what we've done for health care clients

Request a demo

Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers

Contacting Us:
Call, fax, write, email. We'd love to consult with you about your project.

Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941

Electronic Recruiting News



         - Bugler
           Daily Industry News

         - ERNIE
           ERN in Email


  • BlogRoll
  • Integrated Employment
          Branding Presentation
  • Trends Whitepaper
  • interbiznet Listings
  • interbiznet Trends
  • interbiznet Bookclub
  • Top 100 E-Recruiters
  • Presentations
         - Recruiting Then/Now
  • Recruiter's Toolkit
  • Seminar In A Box
  • ERN Archives
  • 1st Steps In The Hunt


  • Our Rate Card
  • Demographics


  • BlogRoll


  • I-O Pyschology
  • Relationships
  • The Butcher, The Baker, The Candlestick Maker
  • The Recruiter
  • Who Is The Audience?
  • Local Unemployment
  • Funky Monkeys II
  • Funky Monkeys
  • More Privacy
  • Talent Pool Protection
  • e-Recruiting Performance
  • Juice
  • Bugler/Branding
  • Tempest-Teapot
  • Conceptual?
  • User Experience Design
  • Users
  • Systemantics
  • Research Assistance
  • Blue Heron Recruiting
  • Credentialed Recruiters
  • Whose Fault?
  • First Impressions
  • Like Money
  • Markets
  • ERExpo
  • Computing/Recruiting
  • Competition
  • Delightful Recruiting
  • Losing Money
  • Proactive Candidates
  • Branding Series


    Stocks We Watch:
    Public Companies
    in Electronic Recruiting


         © 2013 interbiznet.
         All Rights Reserved.

         Materials written
         by John Sumser
         © TwoColorHat.
         All Rights Reserved.