Perceived applicant fit: Distinguishing between recruiters' perceptions of person-job and person-organization fit

Abstract

Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person-job (P-J) and person-organization (P-O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P-J fit, and values and personality traits more often to assess P-O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P-J and P-O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P-J and P-O fit during early interviews.