For example, one respondent observed that HR planning is a technique that could be effectively used by I-O psychologists in this regard. Another respondent emphasized the ability of I-O psychologists to identify the appropriate competencies, without falling into the trap of concentrating on credentials. It seems to me, therefore, that our unique contribution is the combination of these two strengths. That is, we can apply objective, data-based tools to better understand human behavior. While others may be skilled at one of these two strengths, we combine the two together.
Some possible answers appear next.
I really didn t know what to expect here, but the answers I received made a lot of sense. One explanation was that the recruiting function pays less. A second explanation is that the recruitment area is entirely separate from the functional area where the I-O psychologist is located. Finally, one respondent noted that our expertise lies elsewhere. Specifically, for those I-O folks who concentrated on the I side of the fence, recruitment was not highly emphasized in graduate school, if it came up at all.