Edinburgh Napier University

  Purpose – This research aims to contribute to the discussion of P‐O fit by examining the potential of assessment centre performance to predict graduate P‐O fit over time. Does assessment centre performance provide predictive value over and above that provided by personality, work experience, level of degree, socialisation tactics, and quality of training and development?Design/methodology/approach – The study utilises a panel design and surveyed graduates at three points over a six‐year period. The sample size used for analysis was 137.Findings – The findings revealed that assessment centre performance predicted P‐O fit, even after controlling for personality, level of initial degree, work experience, socialisation tactics and quality of training and development. The findings indicated that assessment centre performance had predictive value over the six‐year period of the study.Research limitations/implications – The study indicates that the assessment centre has long‐term value as a selection tool in the context of predicting P‐O fit. The implications for future research include the extent to which this finding will hold for objective as well as subjective P‐O fit. It is also appropriate to investigate the link between assessment centre performance and P‐O fit, based on the perceptions of others such as boss and subordinates. Future research should examine these relationships on a different sample of employees.Originality/value – Examines the potential of assessment centre performance to predict graduate P‐O fit over time.