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.