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.