传统的人事选拔是以胜任力或者说是人－职匹配为基础的，即强调基于胜任力，但研究者和实践者们越来越多的强调人－组织匹配在人事选拔中的重要性，即强调人事选拔过程中招募者匹配评价的多维性。本研究通过实验运用策略捕捉技术，检验多种职位特征和不同层次的匹配评价对选拔雇佣结果的影响。通过HLM分析结果发现四种匹配类型需要－供给匹配、要求－能力匹配、个性匹配和价值观匹配对雇佣决策都有显著的独立主效应，招募者在长期招募比短期招募中更多依靠个性匹配来评价应聘者，招募者在对管理类职位更多依靠价值匹配来进行评价，而对专业类职位则更多依靠要求－能力匹配进行评价。

Traditional personnel selection focused on individual competency factors based on person-job fit assessment. But nowadays researches and practitioners emphasis more about the person-organization fit, which means emphasizing on recruiters’ multi-dimension fit perceived in personnel selection. we explored the mechanism between multi-dimension fit assessment model and hiring recommendation. We used policy-capturing technique, within- and between- group design in the experimental simulation to examine how position characteristic and multi-dimension fit assessment influent the final hiring recommendation. The results showed that the four fit assessment style included value congruence, personality congruence, need-supplies fit and demands-abilities fit offered unique prediction of hiring recommendation. The personality congruence would be more important when hiring for a permanent position. And the value congruence would be more important when hiring for a managerial position rather than professional position, on the contrary, the demands-abilities played more important for hiring a professional position rather than managerial position.