Introduction of CPQ Aptitude Assessment _Asher Strategies 2011

CPQ |Aptitude Assessment

Asher Strategies Expertise

ASHER Strategies helps companies

Globally (US/ Europe/Asia Pacific) grow fast by

Using natural talent (aptitude) assessments to acquire and

develop the most talented employees

Training CEOs, sales managers and salespeople on The Top

Ten Selling Skills used by elite Salespeople

Assisting companies in developing the “Best practice” sales

processes to support salespeople being more productive

Internet marketing (email, SEO, SEM) and marketing

automation tools

Executive Coaching of CEOs and sales managers

2ASHER | GLOBAL LEADERS IN SALES STRATEGIES

ROI and Benefits

The ASHER Strategies sales methodologies provide the following benefits to its clients:

• 17% increase in the acquisition of new customers

• 22% increase in add-on , high profit business

from current customers

• 45% decrease in the sales cycle times

---make new sales happen faster


Five factors for sales success

Sales aptitude

Product knowledge

Selling skills

Sales processes

motivation

Sales Aptitude accounts for 50% of results

4

Five Factors For Job Success

While the other factors of success are subjective and,

sometimes, out of the manager’s control to

measure, we can measure aptitude and predict

performance—

ASHER | GLOBAL LEADERS IN SALES STRATEGIES 5

Is this person a good fit for the job?

CPQ Aptitude Assessment

• The Craft Personality Questionnaire (CPQ) is a 75-question personality assessment which measures the Basic Eight Personality Traits that are proven to predict job performance and retention.

• Both English and Mandarin versionsare available worldwide


Definition of Basic Eight Personality Traits

Egodrive

Goal Orientation Level of need to achieve goals quickly

Need for ControlLevel of need for independence and control over own environment

Social Confidence Level of assertiveness

Social DriveLevel of need to make social connections and receive recognition

Empathy

Detail Orientation Style of decision making—intuition versus analysis

Good Impression Level of motivation to leave a good impression

Need to Nurture Level of need to take care of others

Skepticism Level of trust in others


Personality extremes


Very low Very highmajority

“You will succeed or fail by the extremes of your personality.”

Dr. Larry Craft

20 80

Importance of Aptitude Assessments

Aptitude is important for all jobs

- Not just sales


CPQ Usage 1：Hiring/Selecting Employees

Job Compatibility Charts：One’s scores on a percentile scale of 1 to

100 percent for each trait is compared against

the scores of the ideal candidate to determine

a compatibility score of 1 to 50 for a variety of

positions.

Follow up questions：These probing

questions are provided automatically to be

used to cross-validate the results for

managers and HR interviewers.

It is especially useful to see if the candidate

has learned to “stretch” from their weak areas

for a particular job when their trait scores are

too high or too low.


CPQ Job Compatibility Hiring Chart

• Basic eight personality traits： visual description of one's eight traits on a scale of 1 to 100 percent and their position in relation to the "ideal" range for each trait for a particular position. It also provides information on strengths, weaknesses and coaching tips for each trait.

• These compatibility scores are determined by large scale studies of employees that predict job success and make them legally defensible.

•

40 – 50 High Compatibility

30 – 39 Moderate Compatibility

1 – 29 Low Compatibility


Example: Compatibility Chart

Get the right people on the right seat on the bus!

0 30

CPQ score over 40 outsell those of below 30 by 400%

40

Not

compatiblemoderately

compatible

Very

compatible

50

• There are four ways to help an employee have a higher “virtual” aptitude than their natural aptitude

– Process change (e.g.. If they have a low aptitude for cold calling, outsource lead generation to another company)

– Team selling (team people up so that their natural aptitude are complimentary and reinforcing)

– Provide their CPQ personal development reports and selling style profiles so that they can be aware of how to “stretch” their personalities to better interact with their people in the company, customers and prospects.

– Give their managers coaching reports so that they can learn how to better coach the employees.


CPQ Usage 2：Employee Development

CPQ Coaching/Developing Reports

Personality Style Profile Report :Provides insight into

the employee’s selling/communication style, including

coaching tips on how to work better with other personality

types

Personal Development Report :Provides the employee

detailed information on how to manage his or her time,

stress and career based on their own unique personality

Sales Manager’s Coaching Report :Advises the sales

manager on how best to coach and motivate this

salesperson.

Sales Manager’s Self Report :Advises the sales

manager on how best to stretch himself/herself to lead the

sales team.

Leadership Style Profile : Describes general leadership

behaviors of the candidate which can be used for training

and development purposes in non-sales related jobs.


CPQ

Personality Style Profile Personal Development

ReportSales Manager’s Self

ReportLeadership Style profile

employee

Sales Manager’s Coaching ReportCompatibility Hiring Chart

manager

team Team Basic 8 traitsPersonality type

HR

Compatibility Hiring ChartFollow up questions

CPQ Reports Manual


Chief Executive Officer\Chief Financial Officer\Operations Manager\Director of Manufacturing\Director of Marketing\HR Manager\Administrative Manager

30positions

Executive Secretary\Personnel

Consultant/Recruiter\Accountant Administrative Support\Claims Examiner\Franchise Owner\Entrepreneur\General Agent\Agency Manager\Data Processing Manager\Real Estate Agent\Property Manager\Programmer/Analyst

Data Processing Manager

Independent Branch Manager\Branch Manager\

Sales Manager\Account Manager\Commissioned Sales Representative(order maker) \Inside Sales\Telemarketing \Sales Representative\Sales Engineer\Customer Service \Financial Services Sales\Hotel Sales Manger

management：

sales：

Others:

17

Employee Development

0 30 38

Average 10%

improvement

4340

Average 10% improvement

50

CPQ Case Study


CPQ Usage 3：Team Aptitude Overview

NameOutside sales

(hunter)

Account manager(farmer) Inside sales

Customer service

Sales manager

Personality type

Salesperson 1 44 46 28 34 40 M/D

Salesperson 2 43 46 31 35 38 M/D

Salesperson 3 42 45 23 24 38 M

Salesperson 4 40 42 17 21 36 M

Salesperson 5 40 42 20 24 38 D

Salesperson 6 39 40 28 31 38 M/D/S/T

Salesperson 7 37 38 35 30 42 D/T

Salesperson 8 37 39 32 38 36 M/S


Salesperson 10 33 35 22 20 30 S

Salesperson 11 31 33 24 28 31 D/T

Salesperson 12 30 32 17 24 31 D

Salesperson 13 29 33 38 38 33 D/T


Salesperson 15 28 30 30 29 35 M/D

Salesperson 16 23 24 25 25 27 T/S

Team Basic Eight Traits

NameGoal-

orientationNeed for Control

Social Confidence

Social Drive

Detail-orientation

Good Impression

Need To Nurture Skepticism

Salesperson 1 100 65 2 71 96 13 3 81

Salesperson 2 75 52 9 92 89 46 17 42

Salesperson 3 40 7 5 40 89 32 100 70

Salesperson 4 84 91 22 51 96 76 17 70

Salesperson 5 100 14 15 29 36 60 17 57

Salesperson 6 65 65 74 82 58 60 50 70

Salesperson 7 17 25 100 100 17 32 77 89

Salesperson 8 6 3 15 29 89 60 89 94

Salesperson 9 65 7 56 9 89 90 89 100

Salesperson 10 6 14 9 9 89 76 100 15

Salesperson 11 84 14 15 19 58 90 17 89

Salesperson 12 75 52 74 71 100 90 63 28

Salesperson 13 28 65 15 9 89 60 17 94

Salesperson 14 84 25 74 29 89 46 77 15

Salesperson 15 6 14 22 9 58 46 100 81

Salesperson 16 40 91 100 100 36 60 27 15

CPQ | Return-On-Investment

ASHER | GLOBAL LEADERS IN SALES STRATEGIES 22ASHER | GLOBAL LEADERS IN SALES STRATEGIES

CPQ | Return-On-Investment


Case ：Sales Improvement Roadmap• An international pharmaceutical company, founded in 2004 in China.

• By 2008, China team has more than 40 employees, nearly 78 million for sales.

• At the end of 2008，applied CPQ for sales team：

Basic 8 SD SC GO NC DO SK GI NN

Total 1359 986 1107 1123 1369 1569 1450 998

Average 47 35 39 40 48 56 51 36

highestcompatibility

50/80 70/100 60/90 60/80 10/60 30/50 40/70 50/80

Lowestcompatibility

0/40 0/50 0/60 0/60 80/100 90/100 0/10 0/20

Basic personality traits（30）

high moderate low invalid

Sales 3 16 10 1

% 10% 53% 33%

Job compatibility for Sales（30）

ASHER | GLOBAL LEADERS IN SALES STRATEGIES

Team Optimization

• Removed the low scorers

• Trained the moderate scorers

• Developed the high scorers

• eliminate /shift to a different job

• Training/coaching

• Training/coaching/promotion/leadership

Used CPQs for current employees

Applied CPQs for hiring and selection

Used follow up questions when hiring

Hiring/selection


Revenue Outcome

The first three quarters, sales accomplished 176Million, reached 250 Million for the year

2008 % 2009 %

High 3 10% 9 26%

Moderate 16 53.3% 23 68%

Low 10 33.3% 2 6%

invalid 1 0.3% / /

CPQ + skills training 39 /

By September 2009 , total number of salespeople was 73, including 39 new hires.


This company has a 300% sales increase！


• From the world’s largest assessment publisher

— -SHL &PreVisor

• 32 years in US and Europe and Asia

—6 years in China

• Used by over 10,000 large companies

• Over 60 correlation studies show that natural aptitude is the most significant factor in predicting sales success. It accounts for 50% of sales results

• EEOC guidelines

• CPQ is a great tool for Selection, Development and Retention

CPQ Summary


CPQ Experience

• Over 32 years of research in best practices for employee selection, development and retention

• Over 4 million individuals have been assessed using the CPQ

• Staff includes experts in the areas of Sales Force Training & Retention, EEOC Compliance, HR and Industrial Psychology

• Over 30 different positions/jobs validated

APAAmerican

Psychological

Association

ATP

Association of Test

Publishers


Uses of Aptitude Assessments


Selection Employee

Management

Management Uses

1. Hiring right

employees to fill in

talent gaps.

2. Determining which

employees to switch

to a different job.

3. Determining which

employees should

leave the company.

1. Work better with

employees and managers

in the company.

2. Work better with current

customers.

3. Interacting more

effectively with prospects.

4. Reduce employee

conflicts.

5. Reduce employee stress

1. Better coaching of

employees.

2. More effectively

teaming employees up

with other employees.

3. Modifying processes to

accommodate current

set of employees.

4. Higher retention of

happy employees.


Success Cases in USA Commercial Clients

Hilton Hotels

Met Life Insurance

Alfe

Wells Fargo Bank

AT&T

Bank of America

L.E. Smith

HISCO

Hoover Precision Products

First Empire Securities, Inc.

IBT Group, Inc.

J.F. Molloy and Associates, Inc.

Miller Brothers Homes

Engineering Excellence, Inc.

Enterprise Business Solutions

Florida Fluid Systems Technologies

Winston Printing

Wyatt Field ServicesASHER | GLOBAL LEADERS IN SALES STRATEGIES 30

Government Clients

Air force R&D Center

Army Corps of Engineers

ASN (RD&A) (ACE)

Defense Information Security

Agency

Defense Management Systems

College

Naval Air Warfare Centers

Naval Sea Logistics Center

Naval Submarine Warfare

Center

Naval Surface Warfare Centers

Space and Naval Warfare

System

Raytheon

Arnold Air force


Success Cases in China

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Channel business partners


CPQ Details

• The CPQ only takes 20-30 minutes to complete

• Results are easy to understand and do not need to be interpreted by a third party

• Results are available online immediately• The questionnaire uses forced-choice

questions, which require deeper processing of response options and provide more accurate results

• The CPQ provides a hiring recommendation

• The CPQ can be used for both selection and development without additional cost

• The CPQ has documented legal validity

The CPQ is 980 RMB per individual assessment. This is a one-time fee and purchases an “all-access pass” to compatibility scores for all available profiles and all coaching reports indefinitely.


Contact Information

• www.asherstrategies.com

• www.chinacpq.com

• [email protected]

• Tel: 010-59797615/ 65853700/ 65851756

Identify Aptitude，Optimize Talent


http://www.asherstrategies.com/

http://www.chinacpq.com/

mailto:[email protected]

Introduction of CPQ Aptitude Assessment _Asher Strategies 2011

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