Miguel DeHoyos, Lulu Murillo, and Sean Topham Poster from the

1. 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
0
2
4
6
8
10
12
14
16
18
20
0-5 1-3 2+ 2-5 3-5 3-7 5+ 7+ 8+ 10+
Frequency
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
0
2
4
6
8
10
12
14
16
18
20
Bachelors or
Masters
Masters Masters or PhD PhD Open
Frequency
Level of Education
Degree Requirement