Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person‐job (P‐J) and person‐organization (P‐O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P‐J fit, and values and personality traits more often to assess P‐O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P‐J and P‐O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P‐J and P‐O fit during early interviews.
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