Job-fit measures (sometimes referred to as organization fit, personorganization 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 own.
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 record).
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.
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