This thesis examines the knowledge gap between academics, clinicians, and human resource practitioners (HRP's) relative to the subject of psychometric testing. Employers are relying on psychometric testing to aid employment decisions, including hiring. However, psychometric tools are created by trained psychologists and sold to employers where HRP's are left to manage the tool's use. Unfortunately, this process design has a flaw that this thesis uncovers. The question is, how well are HRP's trained to manage such a complex tool, and if not, to what extent is the education gap between psychologists and HRP's specifically in psychometric testing. The goal is to understand where there is a difference in educational experiences so that academics and HRP's can understand how to reduce the knowledge gap. In reviewing past research studies and guidelines for industrial competencies, it is discovered that there is a large expectation gap that contributes to the knowledge gap between academics, clinicians, and HRP's. It is also discovered that there is a degree program that could help bridge the knowledge gap. This study's contributed to the field of Human Resource Management by providing a contrast to previously held beliefs that the knowledge gap between academics and HRP's was insurmountable and the solution might be training that already exists but is unknown to the general HRP population. This thesis also ends with a proposal of primary research to propel the conversation forward in finding practical solutions.