What are the different types of fit and when would each be most important to assess?

What will be an ideal response?

Person-job fit is the fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job. Effective staffing enhances the degree to which an employee meets a job's requirements and the degree to which the job meets the individual's needs. Because the most important staffing outcome is usually the new hire's job performance, person-job fit is the primary focus of most staffing efforts.

Person-group fit (or person-team fit) is the match between an individual and his or her work group, including the supervisor. Good person-group fit means that an individual fits with the goals, work styles, and skills of coworkers. Person-group fit recognizes that in many jobs, interpersonal interactions with group members and teammates are important in getting the work done. Employees must also be able to work effectively with their supervisor.

Person-organization fit is the fit between an individual's values, beliefs, and personality and the values, norms, and culture of the organization. Research has found that a good fit has a strong positive relationship with an employee's job satisfaction, organizational commitment, and intent to stay with the company.

Person-vocation fit is the fit between a person's interests, abilities, values, and personality and his or her chosen occupation, regardless of the person's employer. Companies that would like to develop their own future leaders, or smaller organizations that need employees to fill more than one role, may be able to use applicants' vocational interests to determine whether they would be a good fit. Retaining valued employees might be easier if an organization can match their interests with a variety of career opportunities within the company.