How ‘Person-Job Fit’ and ‘Person-Organisation Fit’ Help in the Recruitment Process

Managers responsible for job placement should keep in mind the organizational requirements and culture, since all companies do not have the same job design. Individuals should be flexible enough to fit into the culture of an organization (Grote, 1996).

The ‘‘best fit’’ approach promotes the concept that strategic HR should be inextricably linked to the formulation and implementation of strategic corporate and business objectives (Wilton, 2011). This means that the HR strategy is concerned with matching the employee’s role behaviour with the company‘s mission, values and goals. Wilton (2011) explains this by giving an example whereby if a company‘s business strategy is based on delivering a high quality service, then the HR strategies and policies need to focus on the quality of its employees. This would be achieved by rewarding attitudes and behaviour that match this approach. Boxall and Purcell (2008) support this idea by highlighting that companies may fail if they do not adapt to their environment. The best fit approach therefore aims to improve organisational performance by integrating all activities in such a

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Each of these objectives requires special attention and accurate planning and execution. It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management. Various researchers have contributed to the field of HRM, and have offered intensive and profound knowledge on the branches of HRM such as scientific recruitment and selection, Manpower management, Job analysis, Need and purpose of Recruitment, and so

In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages.

In spite of the company’s avowed emphasis on hiring for basic personality and skills, rather than for experience, this policy was not always followed. In part that was because the regional and district managers did not really get it in a fundamental way. Under pressure to fill positions

The objective of this report is to identify and assess four factors that affect an organisations approach to both attracting talent and recruitment and selection. I will also be looking at attracting and retaining a diverse workforce and the different methods of recruitment and selection.

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors

Two types of PE fit that have been shown to be important in each phase of an employee’s work experience, from entry level to long-term employment, are person–organization (PO) and person–job (PJ) fit, which represent, individually, the match between the individual and the organization, and the match between the individual and the job (Warr, & Inceoglu, 2012).

Newell and Shackle ton (2000) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organization’. Within this statement, we can highlight two crucial issues. First, there is a need to attract people, this implying that people do have a choice about which organisations they wish to work for. Secondly, the contribution that people will make to an organisation is not totally predictable. Recruitment and

The recruitment of employees is a costly expense to any business, so it pays to ensure that the recruitment process will reflect in the attraction of the most suitable candidates. When a business recruits the right person, provides training and ensures they can ‘fit in’, the employee is more likely to achieve the desired outcomes the business has set out for them. This essay will examine the notion of ‘person – organisation fit’ and its relevance in the recruitment and selection process.

Recruitment process is a crucial one in every organization. Recruitment is a process that provides the right candidate for the right post. This is because the employees recruited determine how a business will succeed. An organization should be well represented in all units. This prevents deficiency of diversity in any unit hence providing the best output. The best employees come from college graduates who have recently graduated. These graduates will offer a benefit to the organization and can turn the business to an asset. For recruitment of these employees, there has to be an efficient way of recruitment to get these highly sought candidates. Recruitment of employees solves the problem halfway, and the challenge of how to retain employees' remains.