3 Person-job fit or person-organisation fit?

Person-job fit

The traditional approach to recruitment and selection is based on the view that organisations should specify the requirements of the job as closely as possible and then look for individuals whose personal attributes fit those requirements. It is based on the assumption that human behaviour is determined by factors particular to the individual, and the clear implication is that selection techniques should be concerned with accessing and measuring these personal factors, which can then be compared with those required for the job.

The person-job fit approach has been criticised for a variety of reasons. In particular, the amount and pace of change in organisations mean that the jobs for which people are recruited often change. Consequently, organisations may be interested in potential beyond the immediate job, and people have the capacity to influence the organisation's performance beyond the boundaries of their own jobs. Increasingly, it is seen as important to ensure that there is also a fit between the applicant and the organisation.