92% of the Fortune 2000 companies use aptitude assessments to get the "right people on the right seat on the bus(your company)". CPQ is used to measure 30 different positions for job compatibility for employee hiring, coaching, developing, teaming up and firng. Salespeople with a high natural aptitude for sales outsell those with a low aptitude by a factor of four to one(4:1), based on hundreds of correlation studies that prove predictability.

1. CPQ |Aptitude Assessment

2. 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
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3. 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
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4. Five factors for sales success
Sales Aptitude accounts for 50% of results
Product knowledge
Selling skills
Sales
aptitude Sales
processes
motivation
4

5. 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—
Is this person a good fit for the job?
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6. 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 versions
are available worldwide
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7. Definition of Basic Eight Personality Traits
Goal Orientation Level of need to achieve goals quickly
Level of need for independence and control over own
Need for Control
Ego environment
drive
Social Confidence Level of assertiveness
Level of need to make social connections and receive
Social Drive
recognition
Detail Orientation Style of decision making—intuition versus analysis
Good Impression Level of motivation to leave a good impression
Empathy
Need to Nurture Level of need to take care of others
Skepticism Level of trust in others
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8. Personality extremes
Very low majority Very high
20 80
“You will succeed or fail by the extremes of your personality.”
Dr. Larry Craft
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9. Importance of Aptitude
Assessments
Aptitude is important for all jobs
- Not just sales
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10. 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.
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11. 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
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12. Example: Compatibility Chart

13. Get the right people on the right seat
on the bus!
CPQ score over 40 outsell those of below 30 by 400%
Not Very
compatible compatible
moderately
compatible
0 30 40 50

14. CPQ Usage 2：
Employee Development
• 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.
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15. 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.
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16. CPQ Reports Manual
Sales Manager’s Coaching Report
Compatibility Hiring Chart
manager
Personality Style Profile
Personal Development employee CPQ team Team Basic 8 traits
Report Personality type
Sales Manager’s Self
Report
Leadership Style profile HR
Compatibility Hiring Chart
Follow up questions
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17. management：
Chief Executive OfficerChief Financial
OfficerOperations ManagerDirector of
ManufacturingDirector of MarketingHR
ManagerAdministrative Manager
sales： Independent Branch ManagerBranch Manager
Sales ManagerAccount ManagerCommissioned
Sales Representative(order maker) Inside
SalesTelemarketing Sales RepresentativeSales
30
EngineerCustomer Service Financial Services positions
SalesHotel Sales Manger
Others: Executive SecretaryPersonnel
Consultant/RecruiterAccountant Administrative
SupportClaims ExaminerFranchise
OwnerEntrepreneurGeneral AgentAgency
ManagerData Processing ManagerReal Estate
AgentProperty ManagerProgrammer/Analyst
Data Processing Manager
17

18. Employee Development
Average 10% improvement
Average 10%
improvement
0 30 38 40 43 50

19. CPQ Case Study
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20. CPQ Usage 3：
Team Aptitude Overview
Account
Outside sales manager Customer Sales Personality
Name (hunter) (farmer) Inside sales service manager 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 9 36 38 25 28 35 M/D/S/T
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 14 29 30 34 34 34 M/D/S/T
Salesperson 15 28 30 30 29 35 M/D
Salesperson 16 23 24 25 25 27 T/S

21. Team Basic Eight Traits
Goal- Need for Social Social Detail- Good Need To
Name orientation Control Confidence Drive orientation Impression 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

22. CPQ | Return-On-Investment
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23. CPQ | Return-On-Investment
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24. 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 personality traits（30）
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
highest
50/80 70/100 60/90 60/80 10/60 30/50 40/70 50/80
compatibility
Lowest
0/40 0/50 0/60 0/60 80/100 90/100 0/10 0/20
compatibility
Job compatibility for Sales（30）
high moderate low invalid
Sales 3 16 10 1
% 10% 53% 33%
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25. Team Optimization
• Removed the low scorers
• Trained the moderate • eliminate /shift to a different job
scorers • Training/coaching
• Developed the high • Training/coaching/promotion/leadership
scorers
 Hiring/selection  Used CPQs for current employees
 Applied CPQs for hiring and selection
 Used follow up questions when hiring
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26. Revenue Outcome
By September 2009 , total number of salespeople was 73, including 39 new hires.
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 /
The first three quarters, sales accomplished 176Million, reached 250 Million for the year
This company has a 300% sales increase！
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27. CPQ Summary
• 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
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28. CPQ Experience
APA
American
• Over 32 years of research in best practices
Psychological
Association
for employee selection, development and
retention
• Over 4 million individuals have been
ATP
assessed using the CPQ
Association of Test
Publishers • Staff includes experts in the areas of Sales
Force Training & Retention, EEOC
Compliance, HR and Industrial Psychology
• Over 30 different positions/jobs validated
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29. Uses of Aptitude Assessments
Selection Employee Management Uses
Management
1. Hiring right 1. Work better with 1. Better coaching of
employees to fill in employees and managers employees.
talent gaps. in the company. 2. More effectively
2. Determining which 2. Work better with current teaming employees up
employees to switch customers. with other employees.
to a different job. 3. Interacting more 3. Modifying processes to
3. Determining which effectively with prospects. accommodate current
employees should 4. Reduce employee set of employees.
leave the company. conflicts. 4. Higher retention of
5. Reduce employee stress happy employees.
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30. Success Cases in USA
Commercial Clients
Government Clients
Hilton Hotels
Air force R&D Center
Met Life Insurance
Army Corps of Engineers
Alfe
ASN (RD&A) (ACE)
Wells Fargo Bank
Defense Information Security
AT&T
Agency
Bank of America
Defense Management Systems
L.E. Smith
College
HISCO
Naval Air Warfare Centers
Hoover Precision Products
Naval Sea Logistics Center
First Empire Securities, Inc.
Naval Submarine Warfare
IBT Group, Inc.
Center
J.F. Molloy and Associates, Inc.
Naval Surface Warfare Centers
Miller Brothers Homes
Space and Naval Warfare
Engineering Excellence, Inc. System
Enterprise Business Solutions Raytheon
Florida Fluid Systems Technologies Arnold Air force
Winston Printing
Wyatt Field Services
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31. Success Cases in China
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32. Channel business partners
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33. CPQ Details
The CPQ is 980 RMB per
individual assessment. This is • The CPQ only takes 20-30 minutes to
a one-time fee and purchases complete
an “all-access pass” to • Results are easy to understand and do not
compatibility scores for all need to be interpreted by a third party
available profiles and all • Results are available online immediately
coaching reports indefinitely. • 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
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34. Contact Information
• www.asherstrategies.com
• www.chinacpq.com
• dandanwu@asherstrategies.com
• Tel: 010-59797615/ 65853700/ 65851756
Identify Aptitude，Optimize Talent
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