Introduction to Best Fit Approach

Best Fit Approach simply refers when selecting employees to the job, the job responsibilities and duties are assign them to the qualification that they are capable of. To apply the best fit theory, Attitude tests is done when the employees are interviewing to the job. Most of the organizations use (MBIT) Myers-Briggs a special type of indicator to determine the best fit (Kuipers et al, 2009).  According to, Pittenger (2017) is reasoning about the MBTI method to select employees to Best Fit. According to his concept this is not a best method to implement, as it can be misrepresenting by some managers when categorizing personality types of candidates.

Base of the theory of Pittenger (2017), explains four personality types; some people are outgoing, the others are reclusive and the others have realizing preference while others preference based on feeling rather than facts or proof. So according to Pttenger (2017) the Best Fit theory can be applied according to the person type. Some people have the preference to make a considered decision, while the others have the preference to be aware of something through the senses. 

As well, if an organization need the best fit, the organization should adopt the new employees with organizations culture and philosophy by providing a proper training in order to fit the most talented and skilled employee required to the particular position. (Kushner & Company (2014)

Selective hiring is explaining by Armstrong (2006) when he conferred Pfeffer’s model that relates to best fit model as one of the seven important HR practices. We can see that Sreenivas  (2006), giving examples of organizations that have selective hiring focusing on employees who perform a high degree of learn-ability, logical ability, cooperation and management potential, communication and advanced expertise and planned approach for problem-solving. Organizations like Singapore airlines, Southwest airline, and Subaru/Isuzu are good examples of the selective hiring model.