Gerald Richter studied psychology in the late 90´s. During his time at university he focused on work and organizational psychology. Later, as a research assistant, he specialized on recruitment procedures like interviews and assessment center.

After obtaining his PhD, he began a career in the industry. As Human Resources Manager, he has been responsible for all areas of human resources management and has successfully managed and successfully implemented a wide variety of projects.

Now, after almost 15 years in industry, he has returned to research and teaching. Since winter 2016/17, he is working as a professor of psychology at the HMKW (initially part-time, full-time since winter 2017/18).

A special concern in his lectures is to teach practice-relevant and scientifically sound knowledge and skills He hopes that his enthusiasm for psychology is transferred to the students.

Introduction Courses

• Scientific Reasoning and Writing
• Introduction to Psychology

Courses in Methods and Statistics

• Research Methods in Psychology and Social Sciences
• Statistics for Psychology - Basics
• Statistics for Psychology - Advanced

Courses in Business Psychology

• Work and Organizational Psychology
• Psychology of Personality and Personnel Psychology
  (including Recruitment, Training & Development, Leadership)
• Construction and implementation of assessment centers

• Recruitment (Selection Interview, Assessment Center)
• Training & Development (Training Evaluation, Coaching, Mentoring)
• Talent Management & Organizational Development
• Merger & Acquisitions
• Performance Management

Work Experience

Academic Education

Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22, 355-374.

Klehe, U.-C., König, C. J., Richter, G. M., Kleinmann, M., & Melchers, K. G. (2008). Transparency in structured interviews: Consequences for construct and criterion related validity. Human Performance, 21, 107-137.

König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M. & Klehe, U.-C. (2007). Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15, 283-292.

König, C. J., Melchers, K. G., Kleinmann, M.; Richter, G. M. & Klehe, U.-C. (2006). The relationship between the ability to identify evaluation criteria and integrity test scores. Psychology Science, 48, 369-377

Melchers, K. G., Kleinmann, M., Richter, G. M., König, C. J. & Klehe, U.-C. (2004). Messen Einstellungsinterviews das, was sie messen sollen? Zur Bedeutung der Bewerberkognitionen über bewertetes Verhalten. Zeitschrift für Personalpsychologie 3, 159-169.
[Do hiring interviews measure what they intend to measure? On the importance of the cognitions of the candidates on the assessed behavior]

Richter, G. M. (2003). Was misst das strukturierte Einstellungsinterview? - Studien zur Konstruktvalidität des Multimodalen Interviews. Dissertation. Marburg, Philipps-Universität, Fachbereich Psychologie.
[What does the recruitment interview measure? Studies on the construct validity of the structured interview]

Bungard, P. & Richter, G. M. (2000). Training zur Steigerung des Wohlbefindens. Diplomarbeit. Marburg, Philipps-Universität, Fachbereich Psychologie.
[Development and evaluation of a training to increase mental well-being]

Richter, G., Kleinmann, M., Melchers, K. & König, C. (2004). Mehr als „soziale Erwünschtheit“: Einflussfaktoren auf das Antwortverhalten im Integritätstest. Paper presented at the 44. Kongress der Deutschen Gesellschaft für Psychologie, Göttingen.
[More than "social desirability": Factors influencing the response in integrity tests]

Richter, G. & Kleinmann, M. (2002). Personenmerkmale und Konstruktvalidität im Multimodalen Interview. Paper presented at the 43. Kongress der Deutschen Gesellschaft für Psychologie, Berlin.
[Personal characteristics and construct validity in a multimodal interview]