Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
Job-fit measures (sometimes referred to as organization fit, person-organization 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.
(See Section VI for a summary of each article)
Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801.
Cable, D. M., & Judge, T. A. (1997). Interviewers' perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82, 546-561.
Dineen, B. R., Ash, S. R., & Raymond, N. A. (2002). A web of applicant attraction: Person-organization fit in the context of web-based recruitment. Journal of Applied Psychology, 87(4), 723-734.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organizational attraction. Personnel Psychology, 50, 359-394.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
Martinez, M. N. (2000). Get job seekers to come to you. HR Magazine, 45, 45-52.