Fit isn’t a soft skill — it’s a strategic hiring decision

“Fit” rules the day when hiring for early- and mid-career public affairs positions on a team. It should also be near the top of the list when recruiting senior and executive roles as well. I have seen many examples where the candidate with the standout resume doesn’t pan out and it’s usually related to things like conflicts in work style or misalignment with team culture vs. competency and experience. 

The latter two measures are very important, of course, especially in more senior roles, and there are core qualifications that must be met first for any position. But in my experience as a former in-house executive, I have had the most success hiring smart, hard working individuals that I had confidence would fit in with the team quickly and grow within the position. In each case, there was full transparency with the candidate about workload, team culture, and expectations not only about role deliverables but also how we work together to achieve those results.  

Some may argue that too much reliance on fit can create a less diverse “echo chamber” team dynamic – to which I would respond that the term fit does not mean the same. There’s plenty of space for divergent opinions and ideas on a high performing team. How individuals come together to work toward shared goals is what is most important. And, for me, that starts with fit.

Please reach out directly if you are looking for help with your team’s Public Affairs staffing and team build-out. From role definition and competency modeling to interim and full time recruitment and searches for experienced public affairs professionals – we are ready to help you find the perfect fit for your team.