Implicit tests are increasingly being used and discussed in the field of Industrial-Organizational psychology. Despite their growing popularity, little is known about the types of implicit tests that exist, how they operationalize constructs, and how to improve their usefulness to predict relevant organizational behavior. We provide a timely contribution to practitioners and scholars who are considering adopting implicit measures in their organizations. By drawing on dual-processing theory, we reviewed the most prevalent implicit tests (Implicit Association Test, Picture Story Exercise, and Conditional Reasoning Test), and evaluated each against the following criteria: how they work, application areas, psychometric properties, perceptions of fairness, and faking potential. Based on prior empirical evidence, we provide ideas to improve these measures, how they may be applied in practice, and which avenues deserve future research. Together, these recommendations may enhance the value of implicit measures in organizations
