The Handbook Co.
Research & EvidenceMMXXVI
Research & Evidence

We show our working.

Every claim traced to a named source, graded, and scheduled for re-verification — including the parts we get wrong.

The method

We describe these books with two words before any other: researched, and audited. The first is ordinary; the second is the one we mean most. Every claim that carries weight — every number, every dated statement, every framework named as load-bearing — is traced to a named source, graded for how much that source can bear, and put on a schedule to be checked again before it quietly goes stale. Government labour-market data is treated as the strong ground it is, and stated precisely. A practitioner's working range is marked as a range, not dressed as a measurement. And the books are honest about their own limits: where a claim is a structural observation rather than a measured figure, it says so on the page, and where a number has not earned its place, it does not appear.

That last discipline is the one we are proudest of, because it is the one nobody can see. When a number does not survive scrutiny, we cut it — and keep the record of the cut. Beneath the apparatus is the longer endeavour these books serve: a decision-making company building, inductively and in the open, an honest understanding of how good decisions get made. The evidence work is how we keep ourselves honest while we build it.

00Volume No. 00 · Notes on sources

The Interview Handbook

1.
Structured interviews predict performance — Schmidt & Hunter (1998), updated by Sackett et al. (2022)
The book reports both the original ~0.51 and the revised ~0.42 validity, letting its thesis stand on the corrected figure.
A verified May 2026 next May 2027
2.
Behavioural questions dominate; only ~a third of candidates prepare structured answers — LinkedIn and SHRM (2024–2025)
The preparedness gap is named as the single lever the Handbook is built to pull.
B verified May 2026 next Dec 2026
3.
Salary-negotiation evidence is contested — Babcock & Laschever (2003), critiqued by Artz et al. (2018)
Held explicitly as contested; the individual recommendation to ask once is the part that survives the dispute.
B verified May 2026 next Dec 2026
Precise vendor percentages on AI-in-interview prevalence
Where AI figures were recent or vendor-run, the book names the survey in-body rather than asserting a clean number, and commits to revision within twelve months if the norms move.
CUT reviewed May 2026
IVolume No. 01 · Notes on sources

The First-Role Handbook

1.
AU full-time graduate employment 74.0% (down from 79.0%) — QILT 2024 Graduate Outcomes Survey
Anchors the structural-not-personal reframe; the five-point single-year fall lands hardest on the cohort the book serves.
A verified May 2026 next May 2027
2.
~30 applications before a role; fewer offers per application than 2024 — NACE 2025 Student Survey
Used to place the discouraged reader at the centre of the distribution, not the failure tail.
A verified May 2026 next May 2027
3.
"Entry-level" increasingly requires real experience — Indeed Hiring Lab, 2024–2025
Names the catch-22 the book is built to dismantle.
B verified May 2026 next Dec 2026
"Chronological resumes pass ATS screening 2.3x more often"
Traced to a vendor blog citing an unnamed survey; struck from this book and its siblings, with the supported direction retained and the cut kept on the record.
CUT reviewed June 2026
IIVolume No. 02 · Notes on sources

The Internal Move Handbook

1.
Nancy Schlossberg, Transition Theory — the "non-event" and the 4S coping model
The backbone of the waiting and after-the-non-event chapters; the non-event names the promotion counted on but never given.
A verified June 2026 next Dec 2026
2.
William Bridges, Managing Transitions — Ending, Neutral Zone, New Beginning
Carried from the Rebound Handbook; underpins the work of deciding what a non-event means before acting on it.
A verified June 2026 next Dec 2026
3.
The Translation Doctrine — The Handbook Co., internal-move variation
The move read as a translation between the role worked-in and the role read-into, with the added work of resetting a known audience's frame.
B verified June 2026 next Dec 2026
The "frame lag" of roughly twelve-to-twenty-four months
Kept only as an explicitly-labelled structural observation, not a measured distribution — there is no single study behind the interval, so the false precision was struck.
CUT reviewed June 2026
IIIVolume No. 03 · Notes on sources

The Rebound Handbook

1.
US Bureau of Labor Statistics, Worker Displacement Summary (released 2024)
The anchor figures — 65.7% reemployed, 62% matched or exceeded earnings, 38% took a cut, 55.3% for ages 55–64; government primary data behind the opening and the pay-cut chapter.
A verified June 2026 next Dec 2026
2.
UK Office for National Statistics; Statistics Canada, Labour Force Survey
International readers grounded on each country's own primary data rather than a US figure made to travel.
A verified June 2026 next Dec 2026
3.
William Bridges, Managing Transitions; Nancy Schlossberg, Transition Theory
The Neutral Zone and the reading of why an unchosen transition is harder than a chosen one.
A verified June 2026 next Dec 2026
The precise magnitude of the displaced-worker pay cut
Retained only as an explicitly-labelled practitioner range, not a single published distribution; a BLS cross-check confirms the direction, so the supported direction stayed and the false precision was cut, flagged to firm up next edition.
CUT reviewed June 2026
IVVolume No. 04 · Notes on sources

The Career Pivot Handbook

1.
The seven-second scan — Ladders eye-tracking, 2018
The book opens on the 7.4-second first-pass scan to establish that the recruiter is pattern-matching, not reading — the constraint the whole translation method answers.
B verified May 2026 next Dec 2026
2.
70%+ keyword overlap tracks with ~2.5x callbacks — Resumly, 2025
Used to set the target for the vocabulary-sourcing step, stated as the supported "two-to-three times" range rather than false precision.
B verified May 2026 next Dec 2026
3.
Reverse-chronological parses more reliably; functional reads as concealment — ATS-vendor and recruiter-practitioner consensus
Carries the book's core "don't use a functional resume" verdict as a directional consensus, not a single figure.
B verified May 2026 next Dec 2026
"Chronological resumes pass ATS screening 2.3x more often"
Traced back to a vendor blog citing an unnamed survey with no primary; the supported direction stayed, the false precision was struck and kept on the record.
CUT reviewed June 2026
VVolume No. 05 · Notes on sources

The Return-to-Work Handbook

1.
Nancy Schlossberg, Transition Theory — the non-event and the 4S coping model
The backbone of the capability and closing chapters; the "Self" resource names what an absence injures most.
A verified June 2026 next Dec 2026
2.
William Bridges, Managing Transitions — Ending, Neutral Zone, New Beginning
Carried in-house from the Rebound fact-check; underpins the reading of a search that feels stalled while on track.
A verified June 2026 next Dec 2026
3.
The Translation Doctrine — The Handbook Co., return-to-work variation
The return as a translation of time into deliberate-investment evidence, carrying weight in the date column itself.
B verified June 2026 next Dec 2026
A specific magnitude for the "step-down" pressure on returners
Kept only as a well-documented direction, with no figure asserted; the gap-first recruiter read is marked as a structural observation, not a measured rate.
CUT reviewed June 2026