Preparing for a Career

This chapter uses survey data from industrial-organizational (I-O) master’s graduates and their employers to identify essential competencies for success as an I-O practitioner. In addition to core I-O knowledge and skills, I-O graduates and their employers rated enabling competencies of oral communication, business acumen and consulting skills, and project management as most critical. Ethics and business/technical writing likewise were highly rated. By work sector, the top competencies identified by graduates were job analysis (in the government sector), data analysis (in the education sector), project management (in the nonprofit sector), and consulting skills (in the private sector and consulting). It is recommended that students seek I-O master’s programs that develop enabling competencies in addition to domain-specific I-O competencies.

Getting a Job

This chapter provides readers with critical insights into the nuts and bolts of conducting a job search. Specific actions that industrial-organizational master’s students can take to execute a successful job search are provided. Actions in graduate school that lay a foundation for a successful job search include developing an elevator speech, pursuing internships (paid or unpaid), participating in applied projects, and ensuring a professional social media image. Strategies for completing an application, using applicant tracking systems, writing résumés and cover letters, responding to phone screens, preparing for interviews, and demonstrating job offer etiquette are provided. These strategies enable most job seekers to land one or multiple job offers within six months of graduation.

Riding the Rails as an Industrial-Organizational Psychology Master’s Professional

Most industrial-organizational (I-O) psychology master’s graduates can expect to hold a number of different jobs over the course of their career. This chapter explores the realities experienced by master’s-level I-O psychology practitioners as they encounter major transitions from being a student to being a master’s-degree holder with a first real job, and transitions from one position, role, or organization to another as their careers develop. Specifically, we examine formal and informal on-boarding and off-boarding processes for master’s-level I-O psychology practitioners. We use the metaphor of a journey by train to structure our discussion of pursuing career objectives and managing career transition challenges.

An Introduction to Industrial-Organizational Psychology Master’s Careers

This chapter provides a brief introduction to field of industrial-organizational (I-O) psychology, noting the bright outlook for I-O master’s graduates cited by both the U.S. Bureau of Labor Statistics and the American Psychological Association. The increased interest in and growth of I-O master’s programs and graduates are attributed to higher visibility in the workplace, readily obtained jobs, interesting work, and great pay. A nationwide survey of I-O master’s graduates and their employers is described, along with key demographics for I-O master’s graduates and their employers. The survey data provide an empirical basis for the remaining chapters in the book, which address key issues leading to successful careers as I-O master’s practitioners.

Professional Development for Industrial-Organizational Psychology Master’s Graduates

This chapter addresses the important postgraduate experience of continuing training and development for industrial-organizational (I-O) psychology master’s graduates. I-O master’s students often leave school with fewer networking ties, academic mentors, and overall skills in their toolbox than do PhD students. This chapter discusses common certifications and continuing education opportunities that are relevant to those pursuing I-O psychology careers. Mentoring experience are discussed based on experiences of I-O master’s graduates and their employers. Three best-practice suggestions for maximizing mentoring relationships are described. I-O psychology master’s practitioners should use professional development opportunities that increase their knowledge, skills, and the power of their résumé and that help advance their careers.

Professional Identity of Industrial-Organizational Psychology Master’s Graduates

This chapter discusses the professional identity of master’s industrial-organizational (I-O) psychology graduates. Implications for licensure within I-O psychology are reviewed. An important distinction is made between licensing and certification/credentialing, as well as an argument that establishing an I-O psychology certification process may be a viable means to maintain professional identity/brand and to encourage consistent graduate training in the field. Graduate Survey results are presented to highlight the benefits of professional organization memberships. The majority of I-O master’s graduates were members of the Society for Industrial and Organizational Psychology (SIOP) as graduate students; however, far fewer attend the SIOP annual conference regularly. Suggestions are provided for developing the professional identity of master’s I-O psychology graduates in the future.

Career Outcomes for Master’s-Level Industrial-Organizational Psychologists

This chapter provides those considering earning a master’s degree in industrial-organizational (I-O) psychology with information about the type of job opportunities available after graduation. Common occupational titles, organizational roles, and salary ranges are identified for both recent I-O graduates and those later in their careers. Job positions reflect a broad range of roles and include talent management, data analytics, human resources, organization development, and consulting. Graduates of I-O psychology master’s programs are primarily working in jobs related to their I-O degree and overwhelming perceive their I-O degree to be valuable. I-O master’s alumni report a high level of career satisfaction and perceive that their I-O skills are highly valued by employers.