Using Hypothetical and Actual Applicants in Assessing Person‐Organization Fit: A Methodological Note

The relationship between a group's self‐stereotype and the group's perceptions of the suitability of the applicant to enter the group was examined using hypothetical and actual applicants. Results indicated that the greater the similarity of the description of a hypothetical applicant to the group's self‐stereotype, the higher the applicant's suitability ratings. A similar relationship was found using actual applicants to these same groups. Methodological implications of using actual and experimentally generated stimulus materials in research on selection decisions are discussed.