INTERVIEWERS PERCEPTIONS OF PERSON-ORGANIZATION FIT AND ORGANIZATIONAL SELECTION DECISIONS

A model of person-organization fit and organizational hiring decisions is developed and tested, using data from 38 interviewers making hirin g decisions about 93 applicants. Results suggest that interviewers can assess applicant-organization values congruence with significant leve ls of accuracy and that interviewers compare their perceptions of appl icants' values with their organizations' values to assess person-organ ization fit. Results also suggested that interviewers' subjective pers on-organization fit assessments have large effects on their hiring rec ommendations relative to competing applicant characteristics, and that interviewers' hiring recommendations directly affect organizations' h iring decisions (e.g., job offers).