Fiaccabrino Selection Process (Course)
Author: FlevyThis is a 44-slide PowerPoint.
The Fiaccabrino Selection Process Course is a powerful methodology for interviewing and screening the best people for your organization. The objective is to select those people who will be the highest performers with the lowest turnover.
(Whereas the methodology was originally developed for a sales organization, it can easily be modified and tweaked for other functions. In fact, it has been used for positions from Marketers to Research Scientists to Pharmacists.)
In most sales organizations, your top 20% sales performers generate 80% of the revenues. The question is, why are the other 80% hired? What would happen if sales managers hired sales people who were more like the top 20% and less like the bottom 80%? The result is your sales would significantly multiply and your sales turnover will also drop. This framework teaches you how to identify the top 20% sales performers--the best of the best.
The core of the framework is to understand 16 critical Humanistic Attributes. This document will explain each attribute in detail and provide insight into how to evaluate your candidate's competency across each attribute.
At the end of the day, the candidate must excel across all 16 of the Humanistic Attributes. This document will also discuss common behavioral modes and includes scoring/evaluation templates that can be used during the evaluation process.
The Fiaccabrino Selection Process was developed by Charles Fiaccabrino, who is also the author of this document. Charles is a seasoned sales executive, having served as the Regional Sales Manager for 22 years of a Fortune 200 company (with revenues of over $50B in 2012). During that time, he earned the highly coveted Presidents Achievement Award 20 times (a performance record at the time). Charles was known within the company as "Mr. Roche."
What was undoubtedly the core reason for his success as a manager is his ability to evaluate people. Through his selection process outlined in this presentation, Charles hired some of the greatest performers in the history of his company.
Here are some testimonials from former executives of Roche (original letters embedded in the document):
"... you have earned the respect, the admiration and the affection of dozens, probably hundreds, of Roche people whose lives you have touched as friend, counselor, mentor, leader." -- Irwin Lerner, former CEO
"All of your colleagues at Roche Diagnostics, who refer to you as 'Mr. Roche,' are quite proud of your accomplishments ... I understand you were also responsible for hiring and coaching over 100 Roche employees who have and will continue to follow in your footsteps." -- Patrick Zenner, former CEO
"In all these years, almost 30 to be exact, I'm positive no one person cared as much or worked as hard to make Roche Diagnostics great!" -- Tom Mac Mahon, former GM
* * * * *
After retiring from Roche at 65, Charles has consulted for a company to help them identify qualified sales candidates. Using the Fiaccabrino Selection Process, Charles helped reduce the turnover at the company from 35-40% to 2%.
Keywords: HR Strategy, interviewing, human resources, sales, Sales Strategy, Sales Management, Human Resources Management, organization, change, strategy, marketing, HR Compliance, Fiaccabrino Selection Process Course, Fiaccabrino Selection Process Training
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Fiaccabrino Selection Process (Course)
This is a 44-slide PowerPoint.
The Fiaccabrino Selection Process is a powerful methodology for interviewing and screening the best people for your organization. The objective is to select those people who will be the highest performers with the lowest turnover.
(Whereas the methodology was originally developed for a sales organization, it can easily be modified and tweaked for other functions. In fact, it has been used for positions from Marketers to Research Scientists to Pharmacists.)
In most sales organizations, your top 20% sales performers generate 80% of the revenues. The question is, why are the other 80% hired? What would happen if sales managers hired sales people who were more like the top 20% and less like the bottom 80%? The result is your sales would significantly multiply and your sales turnover will also drop. This framework teaches you how to identify the top 20% sales performers--the best of the best.
The core of the framework is to understand 16 critical Humanistic Attributes. This document will explain each attribute in detail and provide insight into how to evaluate your candidate's competency across each attribute.
At the end of the day, the candidate must excel across all 16 of the Humanistic Attributes. This document will also discuss common behavioral modes and includes scoring/evaluation templates that can be used during the evaluation process.
The Fiaccabrino Selection Process was developed by Charles Fiaccabrino, who is also the author of this document. Charles is a seasoned sales executive, having served as the Regional Sales Manager for 22 years of a Fortune 200 company (with revenues of over $50B in 2012). During that time, he earned the highly coveted Presidents Achievement Award 20 times (a performance record at the time). Charles was known within the company as "Mr. Roche."
What was undoubtedly the core reason for his success as a manager is his ability to evaluate people. Through his selection process outlined in this presentation, Charles hired some of the greatest performers in the history of his company.
Here are some testimonials from former executives of Roche (original letters embedded in the document):
"... you have earned the respect, the admiration and the affection of dozens, probably hundreds, of Roche people whose lives you have touched as friend, counselor, mentor, leader." -- Irwin Lerner, former CEO
"All of your colleagues at Roche Diagnostics, who refer to you as 'Mr. Roche,' are quite proud of your accomplishments ... I understand you were also responsible for hiring and coaching over 100 Roche employees who have and will continue to follow in your footsteps." -- Patrick Zenner, former CEO
"In all these years, almost 30 to be exact, I'm positive no one person cared as much or worked as hard to make Roche Diagnostics great!" -- Tom Mac Mahon, former GM
* * * * *
After retiring from Roche at 65, Charles has consulted for a company to help them identify qualified sales candidates. Using the Fiaccabrino Selection Process, Charles helped reduce the turnover at the company from 35-40% to 2%.
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