In this episode, we catch up with Dr. Hugo Münsterberg, unfrozen after 100 years. Dr. Münsterberg talks about his wide-ranging and controversial career. You can follow Hugo on Twitter (@HugoMunsterberg) or send him an electrical telegraph message at firstname.lastname@example.org.
In this episode, William Gentry, Ph.D. talks about his book, Be the Boss Everyone Wants to Work For: A Guide for New Leaders. Bill is the Director of Leadership Insights and Analytics and a Senior Research Scientist at the Center for Creative Leadership (CCL). You can find Bill him on Twitter (@) and LinkedIn. You can also find out more about Bill and his work on his website.
In this episode, Dr. Nikki Blacksmith discusses a meta-analysis she conducted along with Jon Willford and Tara Behrend on the use of technology in employment interviews.
You can contact Nikki on Twitter and LinkedIn. Nikki also recommends checking out The WAVE Lab at George Washington University, which focuses on research related to workplaces and virtual environments. Special thanks to Paul Thoresen for the questions.
Lotfi Kerzabi is a doctoral student at Wayne State. In this episode, he discusses some research he conducted on correlations between the Big 5 personality traits and organizational citizenship behaviors. If you’d like to contact Lotfi, you can connect with him on LinkedIn here, or send him an email at email@example.com.
Psychology is the scientific study of human behavior, cognition, and emotion. In other words, psychologists study how we act, think, and feel.
Industrial-organizational psychology is a specialty that focuses on the workplace. So, I-O psychologists study how we act, think, and feel at work. We try to apply what we learn to improve the lives of employees and to make organizations more effective.
In this episode, we talk to William Brice, fresh out of his Master’s program at Purdue, about his research on stigma and disabilities. The study is fascinating, especially how Will set it up to experimentally manipulate disability conditions. If you’d like to learn more, please contact Will on his LinkedIn account or send him an email at firstname.lastname@example.org.
Don’t cry, kids, but this will be the last episode in the old “single voice” format. You’re just going to have to get used to hearing the actual guests speaking for themselves from now on.
In this episode, Andrew Naber, PhD, (@) discusses retesting. How does retesting affect scores and how should we interpret test score increases? Should we offer retesting to job applicants? Should we request retesting if we’re the job applicant?
When it comes to personal goal-setting, you can choose between two flavors: motivational or scientific. Motivational goal-setting methods–like those promoted by popular coaches like Tony Robbins or Zig Ziglar–are great at getting you fired up about an exciting vision of your future, but they usually don’t incorporate the latest goal-setting research. Scientific goal-setting methods, on the other hand, incorporate the latest research findings, but they tend to be pretty dry.
I couldn’t find any goal-setting worksheets that incorporated the best of both worlds, so I created one. You can download it in the following formats for your personal use:
On this episode, Marc Prine, PhD, a Director of Talent Consulting and Assessment at Taylor Strategy Partners, joins me to talk about strategic job analysis. What is it, and what makes it different from traditional job analysis? Why should HR professionals get into it? How do companies use this technique? And, most importantly, what’s the best ballpark in the U.S.?