I have heard many times the importance of fit at the executive level. How do recruiters evaluate candidates for a good fit with the other members of the C-suite? How can candidates prepare for recruiters investigating the topic of fit?
After recruiting at the C-level for 24 years, I can attest to the fact that when filling executive roles, it is critically important to make a match based on both hard skills, as well as soft skills.
During the strategy sessions when creating a search profile, we are evaluating the skills required for the role, as well as the current strengths and weaknesses in other members of the executive team.
There is a certain magic that can be created when teams are appraised with an eye to determine what would be the perfect ingredient to make it an award winning troupe.
Exceptional teams typically have a mixture of personalities, that not only blend well, but bring out the best in each other.
If the other key members of an organization are relatively laid back, bringing someone in who is more high energy can have dramatic, positive results. Conversely, if you have a bunch of highly animated individuals, having someone join the group that is more methodical in nature can be a terrific asset. A group of hard charging individuals benefits greatly from having someone added who is a consensus builder.
After conducting strategy sessions to decipher what we need in both technical as well as cultural fit, we start the search.
Source - Read More at: www.execunet.com