JUDGMENTS OF FIT IN THE SELECTION PROCESS - THE ROLE OF WORK VALUE CONGRUENCE

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actua l job interviews conducted through the placement center of a large uni versity. Following the interviews, recruiters evaluated applicants' ge neral employability and organization-specific fit. Approximately 4 mon ths following the interviews, data on whether the applicants were invi ted for a second interview were also obtained. Work value congruence b etween the applicant and the recruiter was found to be related to judg ments of general employability and organization-specific fit. Congruen ce between the applicant and the organization (as perceived by the rec ruiter) was not related to judgments of employability and organization -specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value co ngruence was not related to second interview decisions. It is conclude d that if work values and judgments of applicant fit influence the per sonnel selection process, they are more likely to do so at later stage s when job offer decisions are made. Work values and judgments of appl icant fit seem to have minimal impact on decisions to retain the appli cant for additional consideration in early stages of the selection pro cess.