The perceived importance of person -job fit and person -organization fit between and within interview stages.

摘要

The current study explored the perceived importance of person-job fit and person-organization fit between and within three interview stages (i.e., initial, final, and single stage). The initial and final interviews refer to the sequential interviews conducted in a multiple-stage selection process and the single interview refers to the only interview conducted before a final decision is made. Using 446 campus recruiters, it was shown that (1) P-J fit was perceived as more important than P-O fit in the initial interview; (2) the importance of P-J fit declined from the initial interview to the single interview and from the initial interview to the final interview; and (3) the importance of P-O fit increased from the initial interview to the single interview and from the initial interview to the final interview. Supplemental analyses showed that (1) four factors (practical, social, intellectual, and creative) emerged as recruiters' selection patterns; (2) the most important selection criteria included work experience, problem-solving skills, social skills, speaking skills, time management skills, skill variety, interest in enterprising activities, interest in investigative activities, conscientiousness, amount of effort, and team orientation; and (3) the group of occupation variables contributed significantly to the variance in P-J and P-O fit. Implications of the study and future directions are discussed.