Person–Environment Fit and Organizational Selection

Abstract

This chapter provides an updated review of person–environment fit in personnel selection, building on past reviews. It examines how various types of fit, particularly person–job and person–organization fit, influence recruitment and selection outcomes. Meta-analytic evidence demonstrates that perceived fit strongly predicts applicant attraction and recruiter hiring intentions, though relationships with actual job choice and hiring decisions are more modest. This chapter discusses how both applicants and organizations engage in impression management to influence fit perceptions, and it reviews the accuracy and validity of fit-based hiring practices. The chapter also addresses methodological considerations in measuring fit and examines recent research on contextual factors, candidate characteristics, and changing workplace dynamics. It concludes by identifying future research directions, including the temporal nature of fit, diverse applicant populations, evolving attraction standards, artificial intelligence in selection, and theoretical questions about whether current measures capture true congruence or universally desirable attributes.