Matt Reider has a Masters in Industrial-Organizational (I-O) Psychology from Purdue University and a B.A. in psychology from the University of Southern California. His research focused on individual and team selection, motivation and incentive systems, feedback, and surveys. He also has extensive training in statistics and measurement. Although Mr. Reider has completed his doctoral coursework in the field, he left academia to focus on consulting full time after receiving his Masters. Still, he integrates current research into his consulting to ensure the most thorough and legally defensible personnel and human resources systems are created.

Mr. Reider also serves as the Director of Recruiting and oversees all aspects of the client management for Campion Recruiting Services, a recruiting firm specializing on the placement of I-O psychologists in corporate and consulting positions. He actively keeps in touch with a wide-ranging network of successful professionals in both Industrial-Organizational Psychology and Organizational Development.

In addition to numerous technical reports prepared for clients , Mr. Reider contributes to research publications and presentations as part of the I-O scientific community.

Publications:

• Morgeson, F. P., Reider, M. H., Campion, M. A., & Bull, R. A. (2008). Review of research on age discrimination in the employment interview. Journal of Business and Psychology, 22, 223-232.
• Morgeson, F. P., Reider, M. H., & Campion, M. A. (2005). Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58, 583-611.
• Jagacinski, C. M., Madden, J. L., Reider, M. H. (2001). The impact of situational and dispositional achievement goals on performance. Human Performance, 14, 321-337

Papers and Presentations:

• Reider, M. H. (2011, April). Panelist. In K. O'Brien (Chair), Funding Options for Graduate Students: Alternatives to Waiting Tables. Panel discussion presented at the meeting of the Society for Industrial and Organizational Psychology, Chicago, IL.
• Morgeson, F. P., Reider, M. H., & Campion, M. A. (2002, April). Selecting individuals in team settings: Comparing a structured interview, personality test, and teamwork ability test. In F. P. Morgeson (Chair), Selecting for teams: A tale of five approaches. Symposium presented at the meeting of the Society for Industrial and Organizational Psychology, Toronto, Canada.
• Morgeson, F. P., Reider, M. H., & Campion, M. A. (2002, April). Using a scored background questionnaire for selection: Construct and criterion-related validity. In M. R. Redmond (Chair), Work experience measures – most used, least validated, often overlooked. Symposium presented at the meeting of the Society for Industrial and Organizational Psychology, Toronto, Canada.
• Reider, M. H., Morgeson, F. P., & Campion, M. A. (2001, April). Selecting individuals for teams: The role of teamwork and personality. Paper presented at the meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.