To be fit is to be of the right size or shape. When the word ‘fit’ is used in an organizational setting, it refers to an individual’s ability to integrate into an organization or to perform specific tasks as required. It is for this reason that organizations conduct interviews to determine whether potential employees can be a perfect fit for particular functions. The fact that an employee has all the credentials and experience required by an employer does not necessarily mean that the employee is a perfect fit.
Person-Organization fit is a concept that discusses an individual’s integration in an organization. The concept also covers the individual’s commitment to the organization, job selection and job satisfaction as well as the individual’s psychological fitness. In other words, for an individual to be accepted by an organization, his values must be in line with the organization’s values. On the other hand, person-job fit refers to an individual’s skills and abilities and how they match with an organization’s job demands. My organization’s staffing decisions are dependent on the person-organization fit and the person-job fit. A potential employee must be able to perform his tasks as required as well as to understand and respect the organizational behavior and culture. Failure to do so, he might be considered unfit for the organization.
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Staffing decisions determine whether an organization will succeed or fail in its mission. The decisions the human resource department makes about staffing can have an influence on the quality of work, quality of customer service and the organization’s retention rates. As such, staffing should be more than simply recruiting individuals to fill positions. It should instead focus on placing the right people in the right positions. As such, it is important for organizations to have hiring guidelines to ensure that only organization-fit and job-fit individuals are recruited.
