Interviewers' perceptions of person–organization fit and organizational selection decisions

Abstract

Amodel of person–organization fit and organizational hiring decisions is developed and tested, using data from 38 interviewers making hiring decisions about 93 applicants. Results suggest that interviewers can assess applicant–organization values congruence with significant levels of accuracy and that interviewers compare their perceptions of applicants' values with their organizations' values to assess person–organization fit. Results also suggested that interviewers' subjective person–organization fit assessments have large effects on their hiring recommendations relative to competing applicant characteristics, and that interviewers' hiring recommendations directly affect organizations' hiring decisions (e.g., job offers). (PsycInfo Database Record (c) 2025 APA, all rights reserved)