Dr. Scherbaum’s research generally focuses on issues of diversity and equal opportunity in the context of employee selection, measuring individual differences, and analytics. Recent research has focused on sources of bias and construct-irrelevant variance on standardized cognitive tests, non-cognitive predictors of job performance, detecting faking, attitudes toward stigmatized employees, and alternative validation strategies. This research has appeared in peer-reviewed journals such as Personnel Psychology, Organizational Research Methods, Journal of Business and Psychology, and Human Resource Management Review. Dr. Scherbaum was one of the winners of the 2011 M. Scott Myers Award and the 2018 Adverse Impact Reduction Research Initiative and Action Research Grant from the Society for Industrial and Organizational Psychology, the 2011 and 2017 Innovations Award from the International Personnel Assessment Council for his research on personnel selection techniques. He has received funding from the National Science Foundation and the Graduate Management Admissions Council. Dr. Scherbaum teaches courses on employee selection, analytics, and performance management (U.S., Hong Kong, Singapore, and Taiwan). He has consulted with numerous global and Fortune 1000 firms, governmental entities, and consulting firms. Dr. Scherbaum has worked as an expert in employment litigation including several class action settlements and federal consent decrees related to discrimination in hiring, compensation, and performance assessment.
Scherbaum, C. Dickson, M., Larson, E., Bellenger, B., Yusko, K., & Goldstein, H. (2018). Creating Test Score Bands for Assessments Involving Ratings using a Generalizability Theory Approach to Reliability Estimation. Personnel and Assessment Decisions, 4.
Scherbaum, C., DeNunzio, M., Oliveira, J. & Ignagni, M. (2017). Race and Cultural Differences on Predictors Commonly Used in Employee Selection and Assessment. In B. Passmore, H. Goldstein, & E. Pulakos’ (Eds.) The Handbook of the Psychology of Recruitment, Selection, and Retention (pg. 400-421). Wiley-Blackwell.
Scherbaum, C.A., Black, J., & Weiner, S. (2017). With the Right Map, Survey Key Driver Analysis Can Help Get Organizations to the Right Destination. Industrial and Organizational Psychology: Perspectives on Science and Practice.
Reeve, C. Scherbaum, C., & Goldstein, H. (2015). Manifestations of intelligence: Expanding the measurement space to reconsider specific cognitive abilities. Human Resource Management Review, 25, 28-37.
Scherbaum, C. Goldstein, H., Ryan, R., Agnello, P., Yusko, K., & Hanges, P. (2015). New Developments in Intelligence Theory and Assessment: Implications for Personnel Selection. In J. Oostrom & I. Nikolaou’s (Eds.) Employee Recruitment, Selection, and Assessment. Contemporary Issues for Theory and Practice. London: Psychology Press-Taylor & Francis.