# Industrial-Organizational Psychologists

> 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.

- **SOC code:** 19-3032.00
- **Canonical URL:** https://singulariki.com/roles/role-19-3032-00
- **Also known as:** I-O Psychologist (Industrial-Organizational Psychologist), Organizational Consultant, Organizational Psychologist, Research Scientist, Consulting Psychologist, I-O Practitioner (Industrial-Organizational Practitioner), Industrial Psychologist, Management Consultant
- **Frame:** "AI exposure" means task overlap (how codifiable the work is), not jobs lost or a forecast. Every figure below is traced to a named public dataset.

## What this work is

**Core tasks** (O*NET):
- Provide advice on best practices and implementation for selection.
- Develop and implement employee selection or placement 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.
- Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
- 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.
- Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
- Facilitate organizational development and change.
- Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
- Conduct presentations on research findings for clients or at research meetings.
- Coach senior executives and managers on leadership and performance.
- Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.
- Train clients to administer human resources functions, including testing, selection, and performance management.

**Emerging tasks** (O*NET):
- Develop and administer surveys to employees of organizations.
- Teach industrial-organizational psychology courses to undergraduate or graduate students.

## Skills, tools, capabilities

**Knowledge, skills & abilities** (O*NET, highest importance first):
- Personnel and Human Resources _(knowledge)_
- Psychology _(knowledge)_
- Education and Training _(knowledge)_
- Reading Comprehension _(essential_skill)_
- Active Listening _(essential_skill)_
- Written Comprehension _(ability)_
- Oral Expression _(ability)_
- Writing _(essential_skill)_
- Oral Comprehension _(ability)_
- Written Expression _(ability)_
- Speaking _(essential_skill)_
- Critical Thinking _(essential_skill)_

**Skills in demand:**
- Psychology _(Specialized Skill)_
- Reading Comprehension _(Common Skill)_
- Active Listening _(Common Skill)_
- Writing _(Common Skill)_
- Inductive Reasoning _(Common Skill)_
- Deductive Reasoning _(Common Skill)_
- Critical Thinking _(Common Skill)_
- Speech Recognition _(Specialized Skill)_
- Mathematics _(Common Skill)_
- Information Ordering _(Specialized Skill)_
- Complex Problem Solving _(Common Skill)_
- Systems Analysis _(Specialized Skill)_

**Tools & technology:**
- Adobe Acrobat _(hot technology)_
- Google Sheets _(hot technology)_
- Hypertext markup language HTML _(hot technology)_
- IBM SPSS Statistics _(hot technology)_
- Microsoft Access _(hot technology)_
- Microsoft Excel _(hot technology)_
- Microsoft Office software _(hot technology)_
- Microsoft Outlook _(hot technology)_
- Microsoft PowerPoint _(hot technology)_
- Microsoft Project _(hot technology)_
- Microsoft Visio _(hot technology)_
- Microsoft Word _(hot technology)_

## AI exposure & outlook

- **AI task-overlap index:** 91st percentile (High) across all occupations — composite of current-era exposure studies (ai-exposure-index-v1).
- **Overall AI exposure (Felten et al.):** 96th percentile (High) — source: felten_aioe.
- **LLM task exposure, γ (OpenAI / Eloundou):** 76th percentile (High) — source: eloundou_gamma.
- **AI assistant applicability (Microsoft):** 82nd percentile (High) — source: microsoft_applicability.
- **Frey–Osborne (2013, historical computerization estimate):** 8th percentile — kept separate from current-era studies.
- **Remote-capable (Dingel–Neiman):** yes — task structure, not who actually works remote.
- **Projected employment (BLS 2024–34):** 6.3% growth (About average); 0.4k annual openings; 5.6k → 5.9k jobs.
- **Pay & employment (BLS OEWS, May 2024):** median $109,840; 1,050 employed.

## How people actually use AI here

Anthropic Economic Index — measured AI conversations mapped to this occupation's tasks:

- **Automation vs augmentation:** 24% automation, 72% augmentation (usage-weighted).
- **Autonomy median:** 4.0 (higher = AI acts more independently).
- **Dominant collaboration mode:** task iteration.

**Tasks most handed to AI here:**
- Counsel workers about job and career-related issues. _(14.2% of measured AI use; learning)_
- Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. _(5.6% of measured AI use; task iteration)_
- Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning. _(4.2% of measured AI use; task iteration)_
- Write articles, white papers, and reports to share research findings and educate others. _(3.8% of measured AI use; learning)_
- Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion. _(3.2% of measured AI use; task iteration)_
- Coach senior executives and managers on leadership and performance. _(1.4% of measured AI use; task iteration)_
- Provide advice on best practices and implementation for selection. _(0.8% of measured AI use; learning)_
- Develop new business by contacting potential clients, making sales presentations, and writing proposals. _(0.7% of measured AI use; task iteration)_

**Example prompts (honest phrasings of the tasks above — starting points, not endorsed instructions):**
- Help me counsel workers about job and career-related issues.
- Help me advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
- Help me write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.
- Help me write articles, white papers, and reports to share research findings and educate others.
- Help me develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion.

## Sources

- **O*NET** (30.3) — U.S. Department of Labor / National Center for O*NET Development. https://www.onetcenter.org/database.html
- **BLS Occupational Employment and Wage Statistics (OEWS)** (May 2024) — U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/
- **BLS Employment Projections** (2024–2034) — U.S. Bureau of Labor Statistics. https://www.bls.gov/emp/
- **Anthropic Economic Index** (v4 (2026-01-15) + v2 (2025-03-27)) — Anthropic. https://www.anthropic.com/economic-index
- **Microsoft “Working with AI”** (working-with-ai) — Microsoft Research. https://www.microsoft.com/en-us/research/
- **“GPTs are GPTs” (Eloundou et al.)** (arXiv 2303.10130) — OpenAI / academic. https://arxiv.org/abs/2303.10130
- **AI Occupational Exposure (AIOE)** (Felten, Raj & Seamans) — academic. https://github.com/AIOE-Data/AIOE
- **Frey & Osborne (2013)** (frey-osborne-automation) — academic. https://www.oxfordmartin.ox.ac.uk/publications/the-future-of-employment/
- **Dingel & Neiman (2020)** (dingel-neiman-workathome) — academic. https://github.com/jdingel/DingelNeiman-workathome

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_Generated from Singulariki's joined dataset; data snapshot 2026-06-02T21:00:32.945303+00:00. https://singulariki.com/roles/role-19-3032-00_