place holder

Harold Goldstein

Phone: (646) 312- 3820
Location: VC 8-285


Harold Goldstein is an associate professor of Industrial/Organizational Psychology at Baruch College, The City University of New York.   Harold’s primary areas of expertise are in the areas of personnel selection, equal employment opportunity issues, strategic competency modeling, and leadership assessment and development.  He is known for his work in developing valid selection and assessment systems that operate cross-culturally to identify diverse talent in a fair manner. In particular, his current research focuses on the measurement of intelligence with reduced racial and gender subgroup differences.  His work in this area has been recognized by honors such as the M. Scott Myers award for Applied Research in the Work Place and the IPAC award for Innovations in Testing. Harold has published articles on his research in journals such as Personnel Psychology, Journal of Applied Psychology, and Human Performance, and has presented his work at numerous conferences and invited talks. In addition, Harold has served as an expert to the United States Department of Justice on the application of legal issues in personnel selection processes.

Currently, Harold serves as director of both the MS and MBA Programs in Industrial/Organizational Psychology. He is also on the doctoral faculty at the Graduate Center of the City University of New York.  Harold received his doctoral degree in 1993 from the University of Maryland at College Park.  He previously held teaching positions in the psychology departments at Bowling Green State University and New York University.   He joined the psychology department at Baruch College in 1997.


Goldstein, H., Pulakos, E., Passmore, J., & Semedo, C. (in press). The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection, and Retention. Hoboken, NJ: John Wiley & Sons.

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. A., Goldstein, H. W., Yusko, K. P., Ryan, R., & Hanges, P. J. (2012). Intelligence 2.0: Reestablishing a research program on g in I-O Psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5(2), 128-148.

Goldstein, H. W., Scherbaum, C. A., & Yusko, K. P. (2009). Revisiting g: Intelligence, adverse impact, and personnel selection.  In J. L. Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection (pp. 95-134). New York: Taylor & Francis.

Goldstein, H. W., Zedeck, S., & Goldstein, I. L. (2002). g: Is that your final answer? Human Performance. 15(1/2), 123-142. Mahwah, NJ:  Lawrence Erlbaum Associates, Inc.

Grant Funding (2010-Present)

Improving Graduate Business School Admissions: Supplementing the GMAT with Alternative Predictors. MERInstitute of the Graduate Management Admissions Council, co-PI ($100,000).


The City University of New York