Case Studies
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The CPQ test helps companies make calculated hiring decisions to maximize performance and minimize turnover. Here are a few real world results.

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Recruiting Activity Management
An international supplier of copiers and office equipment challenged CraftSystems to develop a Recruiting Management System for its North American sales force. Using the CPQ and a computer aided interview, CraftSystems delivered a comprehensive online Recruiting Activity Management System that streamlined the entire recruiting process. Managers previously forced to screen thousands of online resumes provided through job postings were able to use the new system to view only the most highly qualified ed candidates. One year after using the new system, the company surveyed its managers and found:

Candidate screening time was reduced by 46%, or 65 hours annually per office. At an indicated rate of $41 an hour, this translated into an average savings of $2,665 annually per office.

The average retention rate for hires using the new system was 46%, up from a previous high of only 32%. Managers indicated that the approximate cost of turnover was $7,327 per termination. Based on the 14 point
improvement in retention, an average annual savings of $3,957 was derived for each office through reduced turnover costs.

Leadership Development
A renowned European management consulting firm developed its comprehensive leadership development program around the four main personality styles measured by the CPQ. The firm’s program, used in Europe, Australia and New Zealand, trains leaders to use the CPQ in building high performing teams. Regardless of the industry, the firm’s clients found teams led based on an appreciation for the personality differences of its members are the most productive.

The CPQ’s Leadership Style Profile le report, used by the firm, compliments:
• Leadership Programs;
• 360° Feedback Programs;
• Executive Coaching;
• Team-building Workshops.

In addition, managers rely on the Leadership Style Profile reports insight into their own strengths and improvement opportunities to help them lead more effective teams.

Pre-Employment Selection
One of the largest financial services companies in the world uses the CPQ to select and develop its sales force. After assessing over 10,000 candidates in 2002-2003, the company found significant personality differences among their sales personnel. The company found that sales representatives scoring high on the CPQ profile generated 200% more revenue on average, than individuals who scored low on the CPQ.

By instituting a mandatory passing score on the CPQ and an accompanying biodata assessment, the company found it could increase the median revenue generated per sales representative selected by more than $80,000 annually.

With over 500 sales representatives selected below the passing score in 2002-2003, the company found that it could increase total revenue by as much as $52,000,000 annually by selecting only the candidates earning high CPQ Scores.

Training Needs and Development
A large national recruiting firm, specializing in IT, finance, and medical placements, chose the CPQ to develop its sales and recruiting professionals. The firm worked with CraftStystems research team to develop sales competencies based on the personality traits measured by the CPQ.

After using the CPQ successfully for three years, the firm once again enlisted the help of CraftSystems’ research team to identify the highest performing sales professionals for a new position within the company. Using performance data supplied by the firm, researchers developed a training needs assessment and a personnel development program. Using these in concert with the CPQ, the firm found that these sales professionals performed as much 50% higher in the first three years across multiple performance categories.
After implementing the new program, the firm enjoyed similar results for employees in in its account manager and recruiter positions.