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

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The growing competitions created by globalization had been pressuring organization to lay more emphasis on recruiting talents in order to gain secure foothold in the market. With the introduction of person-job fit and person-organization fit, it assists both applicants and organization to have a clear image of who is the right person for particular career; at the same time, it acquires the recruitment process to operate efficiently. Here, I will have a further explanation on the topic by employing the definition from Saks and Ashforth (1997) of person-job fit and person-organization fit. In this essay, I will begin with discussing the influences and application of both concepts in recruitment strategy by giving evidences and examples. A conclusion will come up to strengthen the point that there is a linkage between them.

To start with, person-job fit is a fundamental step in recruitment process. According to Saks and Ashforth (1997), person-job fit (PJF), as being named, is a concept of focusing on matching applicants’ knowledge, skills, and abilities to job requirement. From defin...

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