Modern Hire IOs and hiring science will be on bold display at 2023 SIOP Conference in Boston, April 20-22. Here’s a look at the innovative research and thought leadership Modern Hire experts and clients will present:
Will the employee market bubble pop? Revising post-pandemic recruitment and hiring (Panel Discussion)
Thursday, April 20, 9:00AM, Room 5
Modern Hire: Rachel King, Ken Lahti
Amazon: Chantale Antonik
Charter: Laura Fields
University of Toronto: Julie McCarthy
DCI: Kristen Pryor
Delta: Andy Solomonson
The recruiting world has evolved dramatically since the “Great Resignation”. During the pandemic, hiring became more candidate-centric than ever before to combat the labor shortage, demand for diverse and inclusive hiring, and candidate expectations of better pay, benefits, and flexible work arrangements. As the world adjusts to the post-pandemic “new normal”, recruiters and hiring managers face more challenges as employee and employer expectations and behaviors evolve. Panelists will share updates on recruiting and hiring research, trends, strategies, solutions, and lessons learned.
Bringing Sexy Back: More Practical Selection Issues (Panel Discussion)
Thursday, April 20, 10:30 – 11:20AM, Ballroom A
Modern Hire: Chris Frost
P&G: Daniele Bologna
Verizon: Ashley Gray
walmart.com: Joshua Allen
Some selection topics don’t seem very exciting but are critically important to the design and execution of selection systems. These areas have significant practical implications and lead to frequent discussions in organizations. In a follow-up to last year’s session, this panel brings together experienced selection practitioners in a fast-paced interactive discussion to highlight additional issues such as “rogue” assessments, responding to efforts to remove assessment, interview topics, and practical aspects of artificial intelligence in selection consulting.
Looking Under the Hood 2.0: Unpacking Bias Audit Regs and Implications for Selection (Panel Discussion)
Thursday, April 20, 10:30am, Room 311
Bayless, J. M., Duncan, M. L., Papinchock, J. M., Solomonson, A., Sydell, E., & Yost, A. B. (2023)
This session will provide guidance to consultants, practitioners, and researchers preparing for or involved in bias audits of automated employment decision tools (AEDTs) with focus on the selection context. Topics will include relevant legislation and legal issues, interpretation of key concepts (e.g., algorithms, artificial intelligence) at the center of bias audit requirements, role of auditors, employers, and assessment providers in the process, practical considerations in implementing bias audits, and what panelists have learned since the passage of NYC’s AEDT law and similar statutes.
Regulating Assessment Technology: Vendor and Auditor Perspectives on New Laws (Panel Discussion)
Thursday April 20, 1:00 PM, Ballroom A
Willis, C., Facteau, J., Fetzer, M., Gutierrez, S., Schmidt, D., & Sydell, E. (2023)
Panelists representing assessment vendors and auditors will discuss the emerging regulatory landscape in the USA about using automated employment decision tools, which include both traditional and artificial intelligence-based selection procedures. By SIOP 2023, NYC’s Local Law 144 of 2021 may have gone into effect and, as of this writing, other jurisdictions are considering their own regulations at the intersection of employment and technology. The panel will address questions related to AI, themes in regulations, how vendors and auditors are helping employers comply, and what comes next.
No I-O Is an Island: Collectively Identifying and Acquiring Key Skills for Practice
Thursday, April 20, 4:00 – 4:50 PM, Room 207
Modern Hire: Ken Lahti
Effective practice of I-O psychology in applied settings requires a broad set of professional skills, far more comprehensive than those listed in SIOP’s Guidelines for Education and Training. But what skills are needed? And how can you go about learning them? This alternative session will crowdsource answers to these questions from 3 different I-O perspectives (students, academics, and practitioners) to create a comprehensive resource that can be utilized by any who seek to enter into the practitioner side of I-O.
Validating A Multi-Method Approach for Predicting Inclusive Mindset Behaviors in session 141348 (Symposium): Leveling the Playing Field: A Collection of Inclusive Approaches to Assessment
Thursday, April 20, 5:00 – 5:50PM, Ballroom C
Modern Hire: Marc Cubrich, Chris Frost, Matt Sloan
Wendy’s: Will Shepherd
A validation study was conducted using new and existing DEI assessment content that captures job candidates’ attitudes toward diversity. By capturing attitudes toward diversity, equity, and inclusion at the assessment stage, we can identify individuals who are more likely to embrace inclusion within the workplace and are less likely to have prejudiced or discriminatory beliefs. This study examines the relationship between this content and performance, including several supervisor-rated inclusive mindset behaviors.
Leveling the Playing Field: A Collection of Inclusive Approaches to Assessment
Thursday, April 20, 5:00 – 5:50PM, Ballroom C
Modern Hire: Catalina Flores, Jensen Mecca
Research has shown that women are more likely to underestimate their ability, while men are more likely to overestimate. We combined results from three large-scale validation datasets across a variety of roles and industries to examine differences between self-ratings and supervisor ratings. We’ll discuss constructs for which gender predicts self/other-ratings differences, in hypothesized and opposite directions, as well as patterns that may explain where gender does not predict those differences.
Product Development in I/O Psychology: Designing Research to Get to Launch (Panel Discussion)
Friday, April 21, 1:00 – 1:50PM, Room 310
Amazon: Julie Caplinger, Anne Hansen (Chair)
Modern Hire: Laura Jane Ferguson
Pinsight: Martin Lanik
SHL: Paul DeKoekkoek
I/O Psychologists produce applied research that can have a significant impact on employees, candidates, and society more broadly. But translating research ideas into that impact is challenging: how can researchers get support to build scalable products that deliver on the promise of their research? Getting from a great research idea to a successful product requires effectively navigating product development, software engineering teams, and sales and marketing, all while maintaining scientific rigor.
As technology evolves and becomes more embedded in our personal and work lives, it presents opportunities for I/O Psychologists to expand the impact of our research. However, it also requires us to expand our skills in working across departments and disciplines to take our research to the forefront of the product landscape. Panel members will apply their expertise to provide recommendations for effectively addressing these challenges.
The panel brings together research and product leaders with extensive experience successfully translating research into impact, building successful research programs, leading researched-based product development, and successfully launching leadership development products. Panelists will focus discussion on practical advice to translate research into successful products.
Driving action through inclusion analytics
Saturday, April 22, 2:00PM, Room 209
Modern Hire: Jensen Mecca
UNH: Jenn Griffith
Each year, hundreds of thousands of servicemen and women make the transition back to civilian life as they leave their military careers behind. However, transitioning from military settings to civilian settings can be difficult. While attention has been paid to personal and career aspects of these challenges, research exploring the barriers to hiring veterans that may emerge during the selection process is exceptionally scant. Our research has examined one such potential barrier by comparing performance on job simulations and other assessment types for veteran and non-veteran applicants.
In two samples, both of candidates for entry-level roles, one in customer service and one field technician role, veterans significantly outperformed non-veterans across all assessments, but these differences were amplified when job performance was measured via simulation. In a third sample of candidates for a managerial role, the pattern was flipped – non-veterans significantly outperformed veterans, with amplified differences between simulation scores. However, when a control for organizational tenure was introduced, this relationship vanished.
These findings suggest that simulations may help level the playing field for veterans applying to civilian roles, especially entry-level ones. However, per our findings, supporting veterans applying to managerial roles may be a more nuanced effort, potentially including training to help compensate for differences in civilian leadership experience.
AI in Interviews: An Examination of Candidate Consent, Performance, and Reactions in session 138739 (Symposium): Technology-Mediated Interviews: Candidate Reactions and Process Insights
Saturday, April 22, 2:00PM, Room 208
Modern Hire: Marc Cubrich, Noelle Frantz, Rachel King
Ulm University, Germany: Johannes Basch, Julia Büttner, Klaus Melchers
As a follow-up to our previous study and manuscript looking at AI Consent language, we are further looking into candidate reactions to AIS. This time, we have the opportunity to analyze real applicant data from the platform. The goal of these studies is to inform how we word our AI disclosures and any AI consent statements in our products, and to inform how and what we communicate to our end users to establish trust and adoption of AI scoring.
Quantitative Methods in Practice: A Showcase of Modern Applied Analytics Careers (Ignite)
Saturday, April 22, 2:00 – 2:50 PM, Room 203
Deloitte: Catherine Neale
Modern Hire: Laura Jane Ferguson
PDRI: Amanda Valone
Salesforce: Sam Wilgus
University of South Carolina-Upstate: Justin Travis (Chair)
I/O training is increasingly incorporating more complex data analysis and visualization, but how much of it is useful in practice? This IGNITE! Panel highlights the different ways I/O practitioners, with similar advanced graduate training, apply data analytics and visualization in practice. Panelists with a variety of expertise will present the ways they use and present analytics to key stakeholders. The range of data applications include diverse I/O topics such as psychometrics, employee selection, organization trends, and change management, and data science/machine learning engineering.
Implications of Automated Employment Decision Laws for I/O Psychologists (Panel Discussion)
Saturday, April 22, 11:30am, Room 313
Chau, S.L. (Chair), Porr, B., Samolis, A.J., Siminovsky, A., & Sydell, E. (2023).
This session will overview New York City’s Local Law 144, which takes effect in January 2023 and regulates the use of automated employment decision tools. The discussants will give an introductory primer on Local Law 144, identify open questions, and discuss its far-reaching impacts on recruiting, selection, and legal compliance. They will identify emerging best practices in light of related laws in development across the United States.