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My research generally focuses on how employers and jobseekers get to know each other in the hiring process. For example, these are some of the questions that my research addresses:
- How should a hiring process be structured to help employers and jobseekers learn about each other?
- How should employers tailor their hiring process depending on the requirements of the job or organization?
- How do social and cognitive biases operate in the hiring context, and how can we limit bias?
This work spans areas like social perception, social influence, psychometrics, performance modelling, and individual differences.
**I am accepting graduate student applications for the MSc and PhD in Management programs. I welcome applications from students with backgrounds in psychology, business, and related fields.
I am an Assistant Professor in OB/HRM in the Lazaridis School of Business and Economics. I received my MSc (2017) and PhD (2022) in Industrial/Organizational Psychology from the University of Calgary.
I am currently accepting applications from prospective MSc and PhD students.
- Wingate, T. G., & Bourdage, J. S., & Steel, P. (2024). Evaluating interview criterion-related validity for distinct constructs: A meta-analysis. International Journal of Selection and Assessment, 1-21. https://doi.org/10.1111/IJSA.12494
- Wingate, T. G., & Bourdage, J. S. (2024). What are interviews for? A qualitative study of employment interview goals and design. Human Resource Management, 63, 555-580. https://doi.org/10.1002/hrm.22215
- Wingate, T. G., Rasheed, S., Risavy, S. D., & Robie, C. (2024). How does bias enter the employment interview? Identifying the riskiest applicant characteristics, interviewer characteristics, and sources of potentially biasing information. International Journal of Selection and Assessment, 1-22. https://doi.org/10.1111/ijsa.12467
- Wilhelmy, A., Roulin, N., & Wingate, T. G. (2021). Does it take two to tango? Examining how applicants and interviewers adapt their impression management to each other. Journal of Business and Psychology, 36, 1053-1076. https://doi.org/10.1007/s10869-020-09720-5
- Wingate, T. G., & Bourdage, J. S. (2019). Liar at first sight? Early impressions and interviewer judgments, attributions, and false perceptions of faking. Journal of Personnel Psychology, 18, 177-188. https://doi.org/10.1027/1866-5888/a000232
- Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions, 5, 37-48. https://doi.org/10.25035/pad.2019.01.002
BU814: Human Resource Management (graduate level)
BU288: Organizational Behaviour
Wingate, T. G. (Principal Investigator), Bourdage, J. S., Robie, C., & Powell, D. M. Social Sciences & Humanities Research Council of Canada, Insight Development Grant: Targeting Employment Interviews to Hire for Specific Kinds of Work Performance.
Hewko, S. J., & Wingate, T. G. (Principal Investigator). Canadian Institutes of Health Research, GROWW Patient Engagement Supplement: Impacts of Patient and Provider Gender on Innovation at the Point-of-Care.
Turner, N., Weatherhead, J. G., & Wingate, T. G. (Collaborator). Social Sciences & Humanities Research Council of Canada, Insight Grant: Leadership Development and Emergence Among Adolescents and Young Adults: A 10-Year Study.