Please Discuss How The Concepts Of ‘Person Job Fit’ And ‘Person Organisation Fit’ Can Inform A Recruitment Strategy

932 words - 4 pages

Person–environment (PE) fit theories advocate that individuals are likely to perform better and exhibit more positive responses to work when they ‘fit’ or match congenially with their working environment (Carless, 2005). This concept is further developed by the concepts of ‘person job fit’ (PJS) and ‘person organization fit’ (POF), human resource concepts used to facilitate the selection and recruitment process. PJS concerns matching an applicant’s knowledge, skills and abilities (KSAs) to job requirements (Saks, Ashforth, 1997). POF is a deeper concept which relates to the degree of compatibility that exists between an applicant’s and an organisation’s attitudes, values and beliefs (Saks, ...view middle of the document...

This overview is achieved by using the concept of PJF as it is, in essence isolating necessary skillsets, qualifications and knowledge required from a prospective candidate.
Following on from this, a broader study is often conducted into the organisation as a whole; reviewing and clarifying the core values set out in the company’s mission statement and attempting to categorise the ‘corporate culture’, be it one of flexibility, innovation or expansion etc. This is where POF, becomes more significant, when recruitment becomes more concerned with less distinct attributes. This is where employer branding is key, here the company has the opportunity to communicate the ‘unique selling point’ of their organisation, the feature that makes applicants choose this company over a competitor. It should involve assessing the more appealing benefits of working for the company, ranging from uncomplicated monetary benefits to intangible benefits like prestige. It is this section that is predominantly informed by the POF aspect of recruitment.
It is by combining these studies that a job description is constructed as well as a ‘specification’ which spells out in clear terms the level of academic attainment the person requires (components of PJF), the kind of skills and experience they will need and preferable personality traits. This is done by reviewing the job description and also taking into account the wider context of both the job and organizational requirements. This will ultimately leave a company with recruitment literature which aptly incorporates all requirements necessary for attracting candidates with a theoretically high level of PJF and POF. According to previous studies, it is accurate and realistic job information that ultimately enables applicants to assess the degree of congruence between their KSAs and the job requirements (Carless, 2005). It is vital however, that recruiters do not oversell a job as this can lead to unsuitable applicants applying and can...

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