The tradeoff between fit perceptions across recruitment stages by new job seekers. Issue 10 (9th October 2017)

• Record Type: Journal Article
• Authors: Yen, Chih-Lun (Alan)
• Is Part Of: International journal of contemporary hospitality management. Volume 29:Issue 10(2017)
• Page Start: 2610
• Page End: 2628
• Publication Date: 2017-10-09
• Subjects: Recruitment -- Person-job fit -- Person-organization fit -- Job choice; Hospitality industry -- Management -- Periodicals; 647.94068
• DOI: 10.1108/IJCHM-05-2016-0295
• Languages: English
• ISSNs: 0959-6119

Abstract

Abstract : Purpose: The purpose of this study is to explore the tradeoff between person-job (PJ) fit and person-organization (PO) fit by new job seekers across different recruitment stages and the influence on their job choice decisions. Design/methodology/approach: A time-lapse research design was adopted with data from a survey over a two-year period of college students majoring in hospitality and tourism management at different recruitment stages (i.e. generating applications, maintaining applicant status and making a job choice). Findings: The results suggest that PJ fit has a stronger influence on job choice decisions than PO fit, and both fit perceptions are consistent across recruitment stages. However, the difference between the two fit perceptions may be affected by direct interactions with recruiters at career fairs and interviews. Practical implications: When recruiters start interacting with job seekers during the initial stage of the recruitment process, the recruiters are more likely to receive a favorable job choice decision from these potential applicants. Additionally, recruiters should create a positive perception of hiring companies and jobs through career fairs or other face-to-face communications to keep job seekers interested and maintain their applicant status throughout the recruitment stages. Originality/value: This paper explores important factors that influence job seekers' job choice decisions throughout the recruitment process with three main stages, which provides a more holistic overview of the transition of job seekers' fit perceptions of the job and the organization. It also provides empirical support for current understanding of recruitment issues in the hospitality industry.