As part of the IDA elective course “Advanced Applications: Individual Differences and Work”, students have the opportunity to explore real-world challenges from the workplace and develop potential, research-based solutions.
This year, as a team of Janne, Martijn, and me (Zeynep), we conducted research on individual differences in job selection procedures. Specifically, we focused on the challenges of fakability, adverse impact, and fairness, and discussed how these factors could be addressed through algorithmic approaches that also consider job complexity.
Our goal was to understand how selection procedures can be both scientifically valid and fair to all candidates. We explored how certain individual difference measures might influence these outcomes and how technology could be leveraged to improve decision-making processes.
Working with Ixly gave us a unique opportunity to connect theory with practice. Through conversations with their R&D team, we gained insights into how scientific principles can be translated into data-driven assessments used in real organizations.
This collaboration not only challenged us to think critically about ethical and methodological issues in assessment but also helped us see the impact psychology can have in shaping fair and effective workplaces.
We are deeply grateful to Keri Pekaar for her creative guidance throughout this project, and to Ixly and their wonderful R&D team for their collaboration, openness, and feedback.
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