I received my doctorate in Industrial-Organizational Psychology from George Mason University. While still living in the DC metro area, I was a Consultant for a strategic Human Resource Consulting firm, Federal Management Partners Inc., for whom I applied my research and contributed to the staffing and workforce planning efforts of various Governmental Agencies (e.g., the US Air Force, the Army, and the Fish and Wildlife Service).

I am currently an Assistant Professor in the Department of Human Resource Management in the Fox School of Business at Temple University. My research aims to enhance organizational recruitment theory and practice. Specifically, I examine the role of person-environment fit perceptions in the applicant job choice process, the role of employer brand image, and strategies for organizations to improve their recruitment processes.

Recent Representative Publications and Chapters

Harold, C.M.. Uggerslev, K.L., & Kraichy, D. (forthcoming in 2012). Recruitment and job choice. In K.Y.T. Yu & D. Cable (Eds.), The Oxford Handbook of Recruitment. Oxford University Press.

Holtz, B.C. & Harold, C.M. (in press). Interpersonal justice and deviance: The moderating effects of interpersonal justice values and justice orientation. Journal of Management.

Marks, M.M., & Harold, C.M. (2011). Who asks and who receives in salary negotiation. Journal of Organizational Behavior, 371-394.

Nolan, K.P., & Harold, C.M. (2010). Fit with what? The influence of multiple self-concept images on organizational attraction. Journal of Occupational and Organizational Psychology, 83, 645-662.

Harold, C.M., & Nolan, K.P. (2009). Employer brand image: Review, strategies and future directions (p 334-340). In T. Torres-Corona & M. Arias-Oliva (Eds.) The Encyclopedia of HRIS: Challenges in e-HRM. IGI Global, Information Science Reference. Hershey: PA.

Holtz, B.C., & Harold, C.M. (2009). Fair today fair tomorrow? A longitudinal investigation of overall justice perceptions, Journal of Applied Psychology, 94, 1185-1199.

Holtz, B.C., & Harold, C.M. (2008). When your boss says no!: The effects of leadership style and trust on employee perceptions of managerial explanations. Journal of Occupational and Organizational Psychology, 81, 777-802.

Harold, C.M., & Ployhart, R.E. (2008). What do applicants want: Examining changes in attribute importance judgments over time. Journal of Occupational and Organizational Psychology, 81, 191-218.

Harold, C.M., McFarland, L.A., & Weekly, J.A. (2006). The validity of biodata: Effect of context and item type. International Journal of Selection and Assessment, 14, 336-346.

McFarland, L.A., Yun, G., Harold, C.M, Viera, L., & Moore, L.G. (2005). An examination of impression management use and effectiveness across assessment center exercises: The role of competency demands. Personnel Psychology, 58, 949-980.

Ployhart, R.E., & Harold, C.M. (2005). Computational modeling. In J.M. Cortina (Ed.) The Encyclopedia of Behavioural Statistics. Wiley.

Ployhart, R.E., & Harold, C.M. (2004). A theory of applicant attributional processing in the formation of applicant reactions. International Journal of Selection and Assessment, 12, 84-98.

Weekley, J.A., Ployhart, R.E., & Harold, C.M. (2004). Personality and situational judgment tests across applicant and incumbent settings: An examination of validity, measurement, and subgroup differences. Human Performance, 17, 433-463.