Person Job Fit

Person job fit is the process of identifying individual competencies needed for a job with the help
of certain external processes like interviews, physiological test, references and the likes to measure
knowledge skills and abilities of an individual against the competencies required for the job.
Examples of Job Fit
For an individual, to search for a good job that will fit their own needs, it is important to understand
the personality type they are. There are six personality types in the job fit calculation:
Conventional: These are people that prefer to work within an established system or set of
regulations. These people are often efficient at carrying out administrative tasks or tasks that are
concrete and tangible. They are generally suitable to work as accountants, clerks, or managers.
Investigation: These people are generally good at thinking, organizing, and learning new things.
They are often curious and independent. These people may be suitable to work as scientists,
journalists, or economists.
Enterprising: These are people that enjoy communicating with others and have the chance to
influence others. These are often confident and ambitious people. They may be good at working
as lawyers, real estate agents, or public relations managers.
Social: These are people who enjoy helping others. They are generally sociable and friendly. They
can work as social workers, teachers, or counselors.
Realistic: These people enjoy physical activities that are technical and prefer to work alone and
with little communication with others. They can work as mechanics, architects, or chefs.
Artistic: These are people who enjoy creative tasks and generally avoid tasks that are highly
ordered or repetitive. They are often independent and expressive people. They are usually good at
being musicians, designers, or writers.

Person-Organization fit
The person-organization fit definition can be understood as the compatibility between an
organization and a person it employs. A concept difficult to measure, person-organization fit is the
congruence of a person’s value and belief system with an organization’s values, mission, and
ethics. When these are largely aligned, an organization’s culture is strong as its employees live and
breathe what it stands for.
Example: An employee of XYZ ltd. has high productivity and enjoys working in teams because
he likes the work that he is doing and is committed to deliver to the organization, this attitude leads
him to be a good performer.
Core Self-Evaluation(CSE)
Core self-evaluations are instinctive judgments that we all make about ourselves and our lives.
CSE have a direct impact on how well we do at work, and how we feel about our work. They can
also give us a more accurate picture of ourselves, so that we "play to our strengths.
The Four Dimensions of CSE
Locus of control: the extent to which you feel that your own actions influence the results you
achieve.
Neuroticism: how well you handle negative emotions such as anxiety and anger.
Generalized self-efficacy: your confidence to perform well in a variety of situations.
Self-esteem: High self-esteem is linked with having a positive outlook, coping well with setbacks,
and expecting high standards, from yourself and others.

Self- Monitoring
Self-monitoring is the characteristic that enables individuals to monitor, or control, how they
appear to others. It is the ability to have self-control over your appearance, emotions, and response
to a stimulus. Self-monitoring takes not only your behavior into account but also considers the
impact your decisions have on your environment.
The two Dimensions of Self- Monitoring
Acquisitive: self-monitoring is meant to gain attention and approval from others. It involves
assessing the reactions of others to one's behavior and changing what one does according to those
reactions.
Protective: self-monitoring occurs when one takes a defensive stance in social situations. It is
meant to protect the individual from the disapproval of others.

Proactive personality
Proactive personality describes people who recognize opportunities, take initiative and action, and
persevere until a meaningful change takes place. Not surprisingly, research has shown that
proactive have many desirable behaviors that organizations want.
For instance, they are more likely than others to be seen as leaders and more likely to act as change
agents in organizations; they’re more likely to challenge the status quo; they have entrepreneurial
abilities, and they’re more likely to achieve career success.