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My research focuses on how employers and jobseekers get to know each other in the hiring process. For example:
- 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 topics of 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 of 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.
- 2026 Lazaridis Research Excellence Award, Wilfrid Laurier University
- 2025 Best Reviewer Award, Journal of Personnel Psychology
- 2024 Merit Award (research, teaching, and service), Wilfrid Laurier University
I am currently accepting applications from prospective MSc and PhD students.
- Robie, C., Wingate, T. G., Baytalskaya, N., & Butera, H. (2026). Candidate generative AI use in pre-hire employment assessments: Incidence and the impact of warnings. International Journal of Selection and Assessment, 34, e70056. https://doi.org/10.1111/ijsa.70056.
- Wingate, T. G., & Bourdage, J. S., & Steel, P. (2025). Evaluating interview criterion-related validity for distinct constructs: A meta-analysis. International Journal of Selection and Assessment, 33, e14292. https://doi.org/10.1111/IJSA.12494
- Wingate, T. G., Robie, C., Powell, D. M., & Bourdage, J. S. (2025). The signals that matter: Resumes, cover letters, and success on the job search. International Journal of Selection and Assessment, 33, e70022. https://doi.org/10.1111/ijsa.70022
- 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
For a full list of publications, see my page on Google Scholar.
BU814: Human Resource Management (graduate-level)
BU828: Critical Perspectives on OB/HRM Science (graduate-level)
BU288: Organizational Behaviour (undergraduate-level)