What is JobNet

•  The SIOP electronic job placement board for I-O psychologists

•  JobNet is not industry specific and services a cross-section of I-O related employment opportunities

Purpose

The purpose of this study was to explore the current trends in the practice of I-O psychology as reflected in the job postings and placement service offered to SIOP members through SIOP

Value of Study

•  The data provided a feedback loop driving the advancement of the scientist-practitioner model

•  The data analyzed provided a snapshot of industry reaction to the dynamic social/political environment and advancing technologies in the form of the value-added requests on I-O psychologists

•  The data collected informs the direction of the field during a time of change

•  The analysis of current trends helps to identify the needs for educating future generations of I-O psychologists

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Experience in Years

Required Work Experience

Methods

Content analysis was performed on 55 job postings taken from JobNet during May of 2012. All JobNet postings present at that time were included in the analysis. The cross-section of postings were analyzed to identify emerging themes and categories.

Results

This study identified common trends sought of prospective I-O psychologists within jobs advertised using SIOP’s JobNet. The major characteristics include education, years of experience, and type of work experience.

Major Characteristics Bachelors degree/masters a plus

Five years or more of work experience Experience in management or senior positions

Most common categories Business consultation skills – frequency 122

General business competence – frequency 116 Organizational development – frequency 122

Implications •  Potential job candidates can enhance and improve their

qualifications.

•  Academia can enhance curriculum and resources to help students gain the discussed characteristics.

•  Organizations can make qualification adjustments based on

trends. In addition to this, organizations can use this as an opportunity to create positions graduate students can qualify for like internships.

Limitations The study only looked at a cross-sectional sample of fifty-five job postings through the SIOP website. Future research should take a broader cross-section of job postings by including other job databases that have I-O job postings. This will help expand the sample and provide a better understanding on what organizations are looking for who are not posting in JobNet.

Current Trends in I-O Psychology: A Qualitative Analysis of JobNet

University of Phoenix School of Advanced Studies

Miguel De Hoyos, MS Lulu Murillo, MS Sean Topham, MS

Themes Categories Sub-categories Generalized Business consultation skill •  Business acumen

ability •  Consultation with stakeholders •  Communication with

stakeholders General business competence •  Project Management

•  Software skill •  Leadership/management ability

•  HR function knowledge •  Legal knowledge

Content areas Organizational development •  General •  Talent/performance management •  Change management •  Surveys •  Culture and climate •  Interventions

Assessment •  General •  Job analysis •  Testing •  Needs analysis

Research design and methodology Training development and administration Leadership Development •  360 feedback

•  Succession planning Selection and Recruitment Industry-specific experience Competency modeling

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Masters Masters or PhD PhD Open

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