Industrial-Organizational Psychologist
Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
Annual openings
4
BLS median wage
n/a
Typical education
Master's degree
10-year growth
+8%
Career requirements
What does this career require?
The education, credentials, and on-the-job competencies Colorado employers expect for this role.
Typical education
Master's degree
Credential requirement
No certification is required for this job.
Work experience
This does not require previous work experience; however, a person could work in a lower-level Behavioral Health role first. Many I/O Psychologists have previous experience in Business Operations, such as in Human Resources.
Employer competency information
- The Society for Industrial and Organizational Psychology (SIOP) developed guidelines that include extensive information on job competencies such as Psychology (Individual Assessment, Human Performance, Job Analysis), Professional Skills (Communication, Business Writing, Teamwork and Social Perceptiveness, Critical and Analytical Thinking, Problem Solving and Decision Making, etc.) and Occupational Health and Safety.
Is this work a fit?
What the work actually feels like
How people in this career tend to spend their time, the interests it draws on, and a look at a typical day.
Work style
- With kids/peopleOccasionally
- On a computerOccasionally
- Outdoors / on-siteOccasionally
- With your handsOccasionally
Interests it draws on
- Business Support
Automation exposure
Low exposure
Tasks here lean on judgement and people skills that are hard to automate.
A typical day
- Provide advice on best practices and implementation for selection.
- Develop and implement employee selection or placement programs.
- Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
- Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
- Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.
- Facilitate organizational development and change.