Research Brief:
Account Executive

Setting:
A large national staffing firm, specializing in placing temporary and permanent personnel in the fields of I/T, finance, administration, management and nursing, sought to identify the personality characteristics exhibited by its highest performing sales professionals to create a new position: account executive. In doing so, the firm hoped to develop a validated selection model using the Craft Personality Questionnaire (CPQ) for the selection and development of future account executives. For these purposes, the firm provided a sample of 130 incumbents (with average job tenure of 5.6 years) in a variety of sales positions, for whom CPQ results were matched with performance and tenure data. The resulting sample provided the basis for the development and validation of the account executive selection model.

Model:
Based upon the data provided by the firm, a model was developed using quantitative performance criteria. Specifically, the model identified ideal ranges for each of the CPQ's "basic eight" scales and calculated an overall score based on the individual's results in comparison with the ideal. This score was reported as a low, moderate or high rating based on an overall assessment of compatibility to the sales role.

Findings:
The model provided a statistically significant correlation (r=.208, p<.01) to performance based on career-to-date gross profit on sales, as indicated by the firm. Specifically, incumbents scoring in the high ranges of the account executive model achieved average career gross profit of approximately $363,842, compared to an average of approximately $323,585 and $299,956 for the moderate and low scoring incumbents respectively. The account executive model indicated that higher scoring candidates, if hired, would be inclined to perform at a level that was more than 19% greater than that of lower scoring candidates.

Conclusion:
The substantial difference in performance demonstrated above clearly indicates that a high level of financial impact (ROI) could be anticipated upon implementing the CPQ for the selection of account executives. Specifically, incumbents scoring high on the selection model earned $57,863 more career-to-date gross profit than their lower scoring peers. There is an obvious positive financial impact associated with increasing gross profit by nearly $58,000 per account executive over the first five years on the job. The account executive selection model yielded a highly predictive means of identifying individuals with the propensity to reach desired levels of performance based on the CPQ scales (measuring drive, motivation and selling style). This study provided strong evidence of criterion validity as well as financial impact (utility) to support the utilization of the account executive model for employment selection and coaching purposes.