The June 2007 Journal of Occupational and Organizational Psychology is out, and while it has several articles of interest, there's really only one directly related to recruitment/assessment.
In the study, Piasentin and Chapman looked at how perceptions of person-organization (P-O) fit come about--whether they stem from feeling like the organization is similar to you, complements you, or some combination of both.
Using a sample of data from 209 employees "of various occupational and organizational backgrounds", the authors found support for both the similarity and complementary effects. In addition, perceptions of fit were found to correlate (and mediate the relationship) with several other important feelings, including:
- job satisfaction
- organizational commitment
- turnover intention
So what are the implications? How people perceive the match between their own skills, values, and goals and those of the organization matter--and not just to current employees but applicants as well. Organizations have to make sure they give applicants enough information to make this judgment, however. Too often job seekers are provided with minimal, or irrelevant, information about the position and the organization, such as long lists of tasks. Yes, people want to know what the salary is and where the job is located, but they also want to know who they'll be working with, what their career growth opportunities will be, and what the organization's take on work-life balance is.
This is low-hanging fruit from a staffing perspective, and organizations that get it are providing job seekers with this rich form of information.
...speaking of fit...there's a new book out on the topic, called Perspectives on Organizational Fit edited by Ostroff and Judge. It includes recruitment and selection as topics, but also covers others, such as leadership and teamwork.