Person-Organization Fit
What is Person-Organization Fit?
Person-organization fit (or P-O fit for short) describes the degree of alignment between an individual’s values, beliefs, goals, and behaviors with respect to the culture and norms of an organization. During recruitment, interviewers can make an effort to look for higher P-O fit by addressing any hiring biases beforehand.
A strong person-organization fit can lead to higher job satisfaction, increased employee engagement, better performance, and lower turnover. When an employee’s personal characteristics match the organization’s culture, they’re more likely to feel motivated to do their best work and be integrated into the company.
Signs of P-O Fit Recruiters Can Look For
What are some signs of high person-organization fit? Hiring managers and recruiters may also use the terms person-job or person-to-job fit interchangeably.
Recruiters can ask a set of consistent questions in structured interviews that better gauge if a candidate is an excellent fit, both skills and culture-wise. From The Leader’s Guide to Corporate Culture, there are eight distinct values that organizations embody to varying degrees:
- Authority
- Results
- Enjoyment
- Learning
- Purpose
- Caring
- Order
During the pre-selection process, a focus on core competencies can improve the overall quality of hire. Job advertisements should be written to be inclusive and attract a diverse range of candidates. Clear, concise descriptions of the skills, experience, and qualifications needed for the role can help potential candidates better assess their P-O fit.
Related Terms
People Analytics
is the umbrella term for all data on employees and their organizational effectiveness; there are four types: predictive, descriptive, diagnostic, and prescriptive.
Purple Squirrel
refers to an ideal candidate who possesses all of the relevant traits and experience for a position—with room for growth.
Stay Interviews
are conversations between managers and direct reports that investigate why they choose to remain at the company.
Employee Retention Rate
is the measure of an organization’s ability to keep employees, and measures how many employees remain with a company for a specific period of time compared to the total number of employees in the same timeframe.
Frequently Asked Questions on Person-Organization Fit
What are examples of good person-organization fit?
Good person-organization fit involves shared values, cultural fit, work style compatibility, as well as leadership, work environment, and motivational alignment.
What are examples of poor person-organization fit?
Poor P-O fit can include incompatible work styles, clashing values or beliefs, cultural incompatibility, inconsistent job expectations, and a mismatch in social dynamics.
What are the consequences of poor person-organization fit?
Poor P-O fit can lead to low morale, high turnover, reduced job satisfaction, and decreased employee engagement. It might also result in poor communication, decreased productivity, and a lack of cohesion within teams.
Can person-organization fit be improved over time?
Yes, person-organization fit can be improved through open communication, training and development, encouraging adaptability, and aligning individual goals with organizational objectives. Both the employee and organization can make efforts to bridge any gaps in P-O fit.