Professor of Psychology
Ph.D., Ohio University
Charles Scherbaum
Contact Information:
Department of Psychology
Baruch College, CUNY, Box B 8-215
New York, NY 10010
Tel: 646-312-3807
Email: Charles.Scherbaum@baruch.cuny.edu
Lab: Personnel Selection and Employee Assessment
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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 and 2021 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, 2017, and 2023 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. He has also served as an expert for the U.S. Department of Justice and the EEOC.
Representative publications:
Goldstein, H. Yusko, K., Scherbaum, C., & Larson, E. (2023). Reducing Black-White Racial Differences on Intelligence Tests used in Hiring for Public Safety Jobs. Journal of Intelligence.
Kato, A. & Scherbaum, C. (2023). Exploring the Relationship Between Cognitive Ability Tilt and Job Performance. Journal of Intelligence.
Scherbaum, C., Goldstein, H., Yusko, K., Larson, E., Kato, A., Patel, K. & Cheban, Y. (2023). Advances in cognitive ability assessment to mitigate group differences. Invited Chapter in T. Kantrowitz, J. Scott, & D. Reynolds (Eds.), Talent Assessment: Embracing Innovation and Mitigating Risk in the Digital Age. Oxford University Press.
Kuzmich, I. & Scherbaum, C. (2021). Identifying faking on forced-choice personality items using mouse tracking. Personnel Assessments and Decisions, 7.
Chou, V. P., Omansky, R., Scherbaum, C. A., Yusko, K. P., & Goldstein, H. W. (2019). The use of specific cognitive abilities in the workplace (pp. 436-471). In D. McFarland (Ed.), General and Specific Abilities. Newcastle upon Tyne, UK: Cambridge Scholars Publishing.
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.