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Life is dynamic so is human being. In recruitment both the person job-fit and the person organisation fit are very critical. It is true that one may excel somewhere doing similar job and failed in another place. It is also true that the person you assumed is flexible can be stocked to some stages of change. It is better for any organization change even employees at the stage where changes in operation become difficult to the employees
Definitely have to be versatile.
I personally think the challenge is whether an employee can adapt to the organization's culture, in the instance where it is run by a sole entity.
True, some people are nervous to show their true personalities at work because sometimes they get taken for granted and not appreciated for doing good for the company.
For an organization to select and recruit an employee, he has to possess all the requirements needed to fit the job, similarly the employee has to be responsive to the organization's cultural changes and his recruitment should be based on his fitness to the organization.
In the recruitment process it is important to ensure any candidate applying for the job position has the technical background or experience within the field of work whether you use the person-job fit or the person-organisation fit, would it be viable to do a personality test when interviewing a candidate to help in selecting the ideal candidate for the job?
Recruitment in organization is not just done because it's lacking employees, I think the managers will first need to define the job specifications, requirements, and qualifications, then look for applicants whose attributes are matching the job requirements and what note; but just carried without undergoing job analysis, then organization may not recruit the right person for a particular job.
Person-organisation fit sits better with me because if the two don't fit then skill right not matter because the person might be demotivated to perform optimally.
1.Need to know that the job applicant is given the right job in the organisation after assessing the suitability for a particular job in the organisation 2.can the organisation benefit
It is important for both the job applicant and the organisation to ensure that the right job goes to the right person. Taking the wrong job may be just as disastrous for the employee as for the organisation.
Recruitment and selection, therefore, involves the organisation (represented by the manager) and the applicant trying to discover the extent to which their separate interests are likely to be served by the appointment. In other words, it is a two-way process.
There are two different approaches to assessing suitability for a particular job: person-job fit and person-organisation fit. They are based on different assumptions about people and what determines their behaviour at work.
Person-job fit - The traditional approach to recruitment and selection is based on the view that organisations should specify the requirements of the job as closely as possible and then look for individuals whose personal attributes fit those requirements.
It is based on the assumption that human behaviour is determined by factors particular to the individual, and the clear implication is that selection techniques should be concerned with accessing and measuring these personal factors, which can then be compared with those required for the job.
A criticism of the person-job fit is that the nature of jobs change and organisations may benefit more from people who have the capacity to adapt to their changing role within the organisation.
Person-organisation fit - This approach stresses that people's behaviour and performance are strongly influenced by the environment in which they find themselves. So being successful in a job in one organisation does not necessarily imply success in a similar job in another.
In assessing the suitability of a job applicant a manager should explore the reasons why a person has performed well in their existing job and consider whether similar conditions apply in the new job.
Advocates of the person-organisation fit approach stress that an important consideration in recruitment is how suited the applicant is to the organisation - its style, approach, pace of change and informal ways of working. In other words, you need to think beyond whether someone simply has the technical skills to perform in the job and assess their fit with the culture of the organisation.