Job-fit measures (sometimes referred to as organization fit,
person-organization fit, person-environment fit, or "fit check" tools), compare
applicant personality, interest, value, or organizational culture preference
information to the characteristics of the job or organization. The concept
behind job-fit instruments is individuals are attracted to, and seek
employment with, organizations which exhibit characteristics similar to their
The most common organizational
characteristic used in job-fit measures is the organizational culture (e.g.,
innovative, detail oriented, team oriented). Although job-fit can be measured
with interviews or other instruments, job-fit instruments are typically administered
to applicants in the form of self-report questionnaires or surveys.
Technological advancements of the Internet have made it easier to administer
job-fit measures on-line, or as a possible feature to an agency or company's
website. An example item from a job-fit measure is: "I prefer a work
environment which doesn't demand constant adaptation" (1 = strongly disagree, 5
= strongly agree).
Based on their responses to the
job-fit items, applicants are often offered tailored feedback regarding their
likely fit with the job or organization. Moreover, those who perceive or
receive feedback which indicates they are not a good fit with the job or
organization are more likely to voluntarily withdraw from the application
process. For this reason, job-fit measures that give applicants the
opportunity to self-select out are typically administered before all
traditional assessments (e.g., cognitive ability tests, accomplishment
Job-fit measures can also be
used as a screen-out tool (such as traditional assessments); however, the
research (e.g., validity, methodology, utility)
regarding the use of job-fit measures in this regard is still in its infancy.
(See Section VI for a summary of each article)
Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D.
(2006). The use of person-organization fit in employment decision making: An
assessment of its criterion-related validity. Journal of Applied Psychology,
Cable, D. M., & Judge, T. A. (1997). Interviewers' perceptions of
person-organization fit and organizational selection decisions. Journal of
Applied Psychology, 82, 546-561.
Dineen, B. R.,
Ash, S. R., & Raymond, N. A. (2002). A web of applicant attraction:
Person-organization fit in the context of web-based recruitment. Journal of
Applied Psychology, 87(4), 723-734.
Judge, T. A., & Cable, D. M. (1997). Applicant personality,
organizational culture, and organizational attraction. Personnel Psychology,
Kristof, A. L.
(1996). Person-organization fit: An integrative review of its
conceptualizations, measurement, and implications. Personnel Psychology,
Martinez, M. N. (2000). Get job seekers to come to you. HR Magazine,