||Finding applicants who fit the organization is always being considered as an important index for judging the effectiveness of a recruitment process. However, most of the selection criteria were setup based on requirements from the company and did not take into account the ability for the applicants to respond those selection correctly. To solve above question, we use the concept of insightfulness for determining the capability of applicants for making correct job choices. Four kinds of insightfulness are defined thereby, i.e. , Self-Ability, Self-Need, Organization-Need, Organization-Supply for a more comprehensive understanding of the applicants. Based on those definitions, we are trying to investigate the relationship between applicants’ insightfulness with person-organization fit and job-searching behaviors. |
Newcomers who had joint the company for three to six months were chosen to be the research objects and 113 valid questionnaires were recovered. Statistical software, SPSS, was used for data analysis. The results showed that: (1) Scales developed in this study have good reliability and validity. (2) Insightfulness of Self-Ability, Organization-Demand, Organization-Supply have positive impact on person-organization fit. This suggests that applicants with good insightfulness could better fit the organization. (3) Insightfulness has no evident effects on job-searching behaviors, suggesting other factors might contribute to job-searching.
In the last chapter of this thesis, suggestions for the recruitment process are drawn from the results. This can be utilized for organization to select applicants who fit in the job more effectively and contribute to the revenue by employing those suitable members.