How 'Person-Job Fit’ and ‘Person-Organisation Fit’ Affects Recruitment Strategy

Due to intensifying competition due to globalization, organizations have been paying more attention to recruitment of people to build a firm foothold in the market. Introducing the suitability of work with work and the suitability of people and organizations helps applicants and organizations clearly understand who is the best person for a particular career. This topic will be further explained here by adopting the definition of human-job adaptation and human-organization fit by Saks and Ashforth (1997).

Recruitment and selection: The process of effective recruitment and selection is essential to win the right people (and organizations), achieve optimal performance and productivity, and prevent performance loss. However, according to our survey, recruitment practices are often done in a way that does not help them. Work requirements are not always specified for a particular task or role. Because there is not always an appropriate staff (or organization) secured by a huge amount of adoption, there is a possibility that challenges may arise in high-performance.

Appendix 4: Principle 2: Consistency between organizational strategy and integration of individual goals and human resource activities

About competency - job aptitude and personality - the theory and research of organizational adaptation include various levels of research on high job performance. Analysis is performed using various work capabilities and personality traits in different conceptualizations, resulting in business performance. PO is an important element in the adaptability of employees in the organization and provides the necessary driving force to improve work outcomes. This basically means that when people and organizations are combined, adopting people with appropriate personality leads to better job outcomes.

Person - Environment Fitness is usually measured by the organization when hiring new employees. There are many kinds of people - the environment is suitable for the two most relevant interviews - people - work and people - fitness of the organization. Interviewers usually highlight the suitability of personal work and ask stakeholders - the problem of job compatibility is twice as high as the suitability of individual organizations. The person in charge of interviewing has a higher possibility to provide applicants with excellent personnel work suitable for recruitment advice, compared to applicants who have excellent organizational adaptability of the staff.