Often several different individuals make judgments about a person.
Human judgement can be messy. Inter-rater reliability is important because it separates an objective workplace from bias. The goal is to see if candidates are skilled rather then having to have chosen the correct answer. The generalizability theory helps calculate the candidates answers along with the toughness of the raters and the test conditions. What should companies do differently if they see low numbers consistently?
In the past, I-O psychology concentrated on the behavior of single individuals and tended to shy away from larger issues such as poverty, food insecurity, unemployment, globalization, and workforce diversity.
The lack of funding for I/O to expand has probably contributed to this. Corporations only pay for certain systems while NGOS and governments haven't realized the psychology needed in a workplace of a country that's growing. They should be allowed to apply their foundational information in order to grow their work and help the workforce. How would I/O psychology address global issues when shifting towards environmental sustainability?