If you ever want to polarise opinion in a meeting of sales managers, just start talking about psychometric testing. You’ll find that few hiring managers are indifferent to the subject, with some extolling the benefits of identifying high flyers who exceeded all targets, whilst others vehemently deliver bitter experience of using psycho-babble junk science that selected turkeys they still can’t fire.

Regardless of any sales manager’s individual experience, most would have come to use psychometric testing or personality assessments after realising the benefits of reducing the risks of poor recruitment decisions and identifying talent in their existing team. But w

Read full article…