Decision-making is crucial in many applied settings, such as personnel selection, education, and healthcare. However, there is a large gap between empirically established best practices and procedures used in practice. An example is the well-known distinction between statistical and clinical judgement. In clinical judgment, information is combined “in the mind”, whereas in statistical judgment, explicit decision rules to combine information are used. Although many studies have shown that statistical judgment is almost always superior to clinical judgement, practitioners are reluctant to use statistical judgment, which may seriously affect the quality of decisions. On the contrary, there is a widely held belief that “holistic” procedures lead to better decisions than the use of explicitly formulated decision rules. Thus, there is a tension between procedures that provide optimal validity and procedures that are accepted (“feel good”) by different stakeholders, such as admission officers, HR managers, job applicants, patients, and healthcare workers. Several reasons for this gap have been suggested, but they have not led to insights that facilitate the implementation of more optimal decision-making procedures in practice. The aim of this project is to investigate how we can best construct empirically valid decision-making procedures in practical settings, while paying attention to stakeholder perceptions and methods to increase practitioners’ willingness to implement these procedures.
- a (research) Master's degree in Psychology, Educational Sciences, or a related discipline
- an excellent academic record
- eagerness to publish international articles and write a dissertation
- proven research abilities and affinity with measurement and psychological, educational, or healthcare assessment
- good academic writing skills
- good Dutch and English verbal communication skills
- good social and communication skills; and the willingness to collaborate with scientists and practitioners
- enthusiasm for translating scientific knowledge and insights into practice.
The University of Groningen offers a salary of € 2,222,-- gross per month in the first year to € 2,840,-- gross per month in the fourth year (based on full-time employment, salary scales Dutch Universities). The 1.0 FTE appointment is temporary for a specified period of four years. The candidate will first be appointed for 12 months. After the first year, an assessment will take place of the candidate's results and the progress of the project to decide whether the employment will be continued.
Secondary benefits, based on the Collective Employment Agreement of the Dutch Universities are excellent in general and include e.g. a pension scheme, flexible employment conditions and salaries are supplemented with a holiday allowance of 8% and end-of-year bonus of 8.3% per year.
Your application should include your motivation, curriculum vitae, individual mark sheets, and contact information of at least two academic references.
You may apply for this position until 21 June 23.59h / before 22 June 2018 Dutch local time by means of the application form (click on "Apply" below the advertisement on the University website).
Interviews will be held in the first half of July 2018.
Unsolicited marketing is not appreciated.
Dr. Susan Niessen
+31 50 3636289,