The use of person–organization fit and person–job fit information in making selection decisions

Two policy-capturing studies were conducted to investigate how person–organization (PO) fit and person–job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position’s characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position’s contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit.

► We theorize how person-organization (PO) fit and person-job (PJ) fit information are integrated in selection decisions. ► A low level of PJ fit is paid more attention when combined with PO fit information. ► PO fit is weighted more heavily for a permanent rather than a fixed-term position. ► PJ fit is weighted more heavily for a fixed-term and/or a knowledge-intensive position. ► Contract duration and task elements interact in the weighting of PO fit and PJ fit.