Contact InformationEccles Business Building 412
Ph.D., Purdue University, 2015, Major: Organizational Behavior and Human Resource Management, Minor: Industrial/Organizational Psychology
M.S., Utah State University, 2008, Major: Human Resources
B.A., George Washington University, 2001, Major: Communication, Minor: Psychology
Graduate Mentor of the Year - 2019
Graduate Mentor of the Year - 2018
Chris has more than eight years of professional work experience in the field of human resources, including recruiting, selection, performance management, compensation and benefits administration, and employee training/development. That professional experience has come through employment with such varied organizations as the United States Senate, Kelly Services, and the Society for Human Resource Management (SHRM). He is recognized as a Senior Certified Professional from the Society of Human Resources Management (SHRM-SCP).
Chris received his Ph.D. in Organizational Behavior and Human Resource Management in 2015 from the Krannert School of Management at Purdue University. His research seeks to increase the effectiveness of employee selection and talent management processes, often through the integration of technology.
Chris has taught university courses in Human Resource Management, Compensation and Benefits, Talent Acquisition and Retention, Management, and Organizational Behavior. He has also taught various applied business and management courses to professionals from various companies, including Proctor & Gamble, Malt-O-Meal, Pepperidge Farm, and GE Healthcare.
Outside of his professional pursuits, Chris enjoys playing and watching sports (Go Nats!), writing music, and spending time with his wife and three children.
The Big Picture (Huntsman Business Magazine - Fall 2020)
- Hartwell, C., Orr, T., Edwards, J., (2020). The Effect of Online Application Efficiency on Applicant Attrition. International Journal of Selection and Assessment, 28:2, 200-208. doi: 10.1111/ijsa.12282
- Hartwell, C.J, (2020). Literature searches in systematic reviews and meta-analyses: A review, evaluation, and recommendations. . Journal of Vocational Behavior, 118, doi: 10.1016/j.jvb.2020.103377
- Hartwell, C.J, (2020). Getting social in selection: How social networking website content is perceived and used in hiring. International Journal of Selection and Assessment, 28:1, 1-16. doi: 10.1111/ijsa.12273
- Hartwell, C., Johnson, C.D, Posthuma, R.A, (2019). Are we asking the right questions? Predictive validity comparison of four structured interview question types. Journal of Business Research, 100, 122-129. doi: 10.1016/j.jbusres.2019.03.026
- Crane, B., Hartwell, C., (2018). Developing employees’ mental complexity: Transformational leadership as a catalyst in employee development.. Human Resource Development Review, doi: https://doi.org/10.1177/1534484318781439
- Hartwell, C., Campion, M.A, (2016). Getting on the same page: The effect of normative feedback interventions on structured interview ratings. Journal of Applied Psychology, 101:6, 757-778. doi: 10.1037/apl0000099
- Levashina, J., Hartwell, C., Morgeson, F.P, Campion, M.A, (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67:1, 241–293. doi: 10.1111/peps.12052
- Guilfoyle, S., Bergman, S.M, Hartwell, C., Powers, J., (2016). Social media, big data, and unemployment decisions: Mo' data, mo' problems?: Using Social Media in Employee Selection: Theory, Practice, and Future Research. Springer
An asterisk (*) at the end of a publication indicates that it has not been peer-reviewed.