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The I-O Pipeline and The Educational Outreach Program (THEO) Garett Howardson George Washington University Brian Kim Occidental College Mindy K. Shoss Saint Louis University Larissa K. Barber Northern Illinois University Dustin K. Jundt Saint Louis University Correspondence to Mindy K. Shoss, Shannon Hall Rm. 228, 221 N. Grand Blvd., Saint Louis University, Saint Louis, MO 63103. email: mshoss@slu.edu The Pipeline Problem I-O psychologists are in high demand. As the modern workplace becomes more dynamic, organizations strive to hire and train employees capable of adapting to uncertain circumstances (Pulakos, Arad, Donovan, & Plamondon, 2000). In order to do this, organizations must first iden- tify the knowledge, skills, abilities, and personality characteristics (KSAPs) nec- essary to perform such dynamic work. Understanding the complexity of mod- 74 ern work to identify these KSAPs re- quires a specialized skill set, a skill set that is familiar to I-O psychologists. As such, the demand for I-Os is expected to grow 53% by 2022 (Bureau of Labor Sta- tistics, 2014). Unfortunately, this need may go unmet. Staffing needs are met with a well-established talent pipeline (Meyers, 2012). Despite the growth in demand for I-O psychologists, only 11% and 5% of all master’s and doctoral ap- plications, respectively, are to I-O psy- chology programs (Mulvey, Michalski, & Wicherski, 2010). Furthermore, these numbers appear to be relatively stable, indicating a lack of growth in the num- ber of individuals qualified to meet the increasing demand for I-O psychologists. April 2014 Volume 51 Issue 4