Selection is arguably the most momentous and politically sensitive aspect of human resource activities. Indeed, historical eras of human resource management are largely defined by the underlying philosophy of selection. There are essentially seven possible criteria that can be used, separately or in combination, to provide the basis for the selection decision: (1) electoral popularity, (2) social class, (3) patronage, (4) merit, (5) seniority, (6) representativeness, and (7) character and job fit.
In a good organizational fit, the candidate’s personality is well aligned with cultural aspects of the organization, such as the reward and incentive system, notions of organizational citizenship, and departmental values; the individual is likely to exhibit a willingness to strive harder and to have some degree of professional passion for the job.
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