Using Psychological Profiling to its full Potential
Friday, May 30th, 2008I remember working for a company a few years back where the senior management were really big fans of using psychological profiling for the selection of new sales staff. They had hired a profiling company to create a psychological template for their ideal new hire and always tried to employ sales people that matched up closely.
As an entry-level sales organisation, they previously had experienced huge problems with hiring and retention of sales staff and profiling was initially seen as a tool that could identify natural sales potential and limit human error on behalf of the sales managers. By the time I got to work with this company , their belief in profiling had become so strong that experience and performance during interviews were seen as secondary considerations when it came to deciding on whom to hire.