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New York Metropolitan Association of Applied Psychology

Upcoming events

    • 11 May 2020
    • 6:00 PM - 8:00 PM
    • NYU Wasserman Career Center

    Recent innovations and developments in the conceptualization and measurement of intelligence have great potential to impact and improve personnel selection. Specific advances include developments in modern conceptualizations of psychometric approaches to intelligence, cognitive approaches to intelligence, and modern intelligence test design principles as well as the implications of these developments for personnel selection.

    Presenter Bios

    Dr. Charles Scherbaum is currently an associate professor of psychology at Baruch College and on the doctoral faculty at the Graduate Center of the City University of New York.  He received his B.S. in psychology from the University of Washington and his Ph.D. in industrial and organizational psychology from Ohio University. Dr. Scherbaum’s research focuses on issues of diversity and equal opportunity in the context of employee selection, measuring individual differences, and assessing employee attitudes. Recent research has focused on sources of construct-irrelevant variance on standardized cognitive tests, non-cognitive predictors of job performance, detecting lying and dishonest responding, attitudes toward stigmatized employees, alternative validation strategies, attitude measurement, linking employee attitudes to organizational outcomes, employee survey methods, and employee selection. This research draws heavily on recent advances in analytical and methodological techniques.

    Dr. Harold W. Goldstein is a professor of industrial and organizational psychology at Baruch College, City University of New York. He is a recognized expert in the management of human capital with over twenty years of independent consulting experience in industrial and organizational psychology and human resource management. Dr. Goldstein’s primary areas of expertise are in the areas of personnel selection, strategic competency modeling, managerial assessment, and leadership development. His research interests largely focus on how to develop valid selection systems that reduce adverse impact. His research has been published in top journals and books of the field including Personnel Psychology, Journal of Applied Psychology, and Journal of Business and Psychology. He was the lead editor of the recently published Handbook of the Psychology of Recruitment, Selection, and Employee Retention. Dr. Goldstein was one of the winners of the M. Scott Myers Award from the Society for Industrial and Organizational Psychology as well as the Innovation Award from the International Personnel Assessment Council for development of the Siena Reasoning Test. He has served as an expert to the U.S. Department of Justice on legal issues involving personnel selection and other human resource practices. He has consulted with both private and public organizations such as Morgan Stanley, SC Johnson, Merck, Federal Bureau of Investigation, NYC Department of Education, and the NFL and on a wide variety of human resource-focused services.




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