Drew is a doctorial student in the Industrial-Organizational Psychology Ph.D. program at Illinois Institute of Technology. He received his B.S. in Psychological Sciences from Purdue University. He is interested in technology in selection, specifically automated video interviews and artificial intelligence. He currently works as Project Lead at the Center for Research and Service at Illinois Tech, and has experience working with assessment centers, a non-profit organization, and in the retail industry. 

Ximing is a third-year PhD student. His research interests include fairness and validity in personnel selection. He is currently working with Dr. Morris to examine the impact of a Pareto-optimal selection system on multiple minority groups, as well as to visualize the complex 3D solution model into more interpretable and generalizable results.  

Amanda is an ABD student at the Illinois Institute of Technology. Her research areas of interest are adverse impact, selection system design, and meta-analysis. Her thesis examined the impact of Pareto-optimal selection systems on multiple protected groups. 

Zac's thesis examined the use of Pareto-optimization in personnel selection. Specifically, it is examining what effect optimizing a personnel selection system for one specific racial group has on other racial groups. We are examining this effect with several commonly used predictors in personnel selection, along with a variety of selection ratios to understand if other minority groups are disadvantaged when the system is optimized for another group. 

Erin is a an ABD student in the I-O psychology at Illinois Tech. Her thesis explored the relationship between disability, performance, and fairness perceptions. She also contributed to research on technology in selection interviews, with a particular focus on the use of AI, and how this affects applicants' reactions and fairness perceptions. . She works  at IIT's Center for Research and Service as an Associate Consultant, predominantly supporting the creation, administration, and analysis of organizational surveys.

Max is the Manager of the Testing Services Division at IOS, Inc. a personnel and HR consulting firm specializing in testing and assessment. Dr. Porter has experience in entry-level as well as promotional testing processes with a specialty in statistical analysis, test development and validation, and job analysis procedures. Max's dissertation research involved examining the presence of gender differences in clinical psychological evaluations of applicants for public safety positions.

Sheng's dissertation explored the implementation of bi-factor computerized adaptive testing for STEM women's work experiences. Dr. Zhang worked with Dr. Morris on multiple research projects including pay equity, machine learning, and computerized adaptive testing. He is currently a post-doctoral researcher at East China Normal University.