The importance of candidate fit is key to successful leadership and management in a business. With surprising regularity, there comes news of a high-profile industry executive hired just months before with a glowing press release, who is now being shown the door because of “poor fit” or “strategic differences” with the Board or Chief Executive.
But as it is with icebergs, these high-profile dismissals are merely the most visible signs of a much bigger problem that lurks just just below the surface. Outplacement firm Challenger, Gray & Christmas recently reported that in 2019, CEO turn-over in both public and private companies reached its highest level since they began tracking that data in 2002.
To tackle this challenge and ensure our clients and candidates both achieve the best outcome, SRI created the FACTSM framework to determine a candidate’s fit for a role, by assessing their Functional Accomplishments with the Competency Traits that underlie them. Furthermore, as strong diversity and inclusion are synonymous with high performance cultures, SRI’s FACT approach was designed to guard against the potential for ‘fit’ becoming a proxy for ‘similar to us’.
If you want to evaluate fit, know the facts:
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