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A personnel psychologist helps with employee recruitment, retention, and promotion, while an organizational psychologist focuses on work culture. They can design and administer tests, review job descriptions, and determine where employees fit into the organizational culture. They may also provide ongoing support to increase retention.
A personnel psychologist assists employers in hiring new employees, assigning them appropriately, and promoting them as they develop experience and skills. This differs from the role of organizational psychologists, someone who addresses current work culture issues and facilitates the development of a healthy work environment. Staff psychologists can play a role in workplace development, but their focus is on employee recruitment and retention. It is usually necessary to have a psychology degree, normally a postgraduate qualification, to work in this capacity.
Some companies like to administer simple psychological tests to prospective employees. A personal psychologist can design tests that can be administered with a form or computer program. They can also develop more rigorous tests conducted through interviews, where a trained staff member meets with a prospective employer. These tests must follow guidelines set by government regulators, including anti-discrimination laws.
Job descriptions can also benefit from consulting with a personal psychologist. These psychology professionals can review positions and determine what types of skills and traits are best suited. Information can be integrated into job postings and descriptions to allow people to find the best matches for certain positions. Candidates who read ads that call for an “outgoing personality,” for example, know whether or not a position is right for them. Human resources personnel who meet with candidates may consider recommending traits such as “attention to detail” when discussing the job with candidates.
Information from interviews and tests can help a psychologist determine where an employee fits into the organizational culture. Such tests are often used prior to entry into organizations such as the military. It can rule candidates in or out of specific positions and can become part of an employee’s record. This information can be useful when people are being considered for promotion and employees want to know if an employee is suitable for a position with more responsibility or authority.
In some cases, a personal psychologist may meet with employees directly. In others, the work requires developing screening tools that other employees can use at job fairs and in interviews. These employees can also meet with organizational psychologists to talk about the demands of the workplace, the types of employees who fit into different positions, and how to promote a healthy and functional work environment. As the personnel psychologist contributes to the recruitment of suitable candidates, the organizational psychologist provides ongoing support to increase retention.
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