in the workplace, performance appraisal and recognition or rewards can be used to stimulate skill-building and knowledge enhancement (boone & hartog, 2011), which would thereby enhance person–job fit. expanding upon this notion, cable and judge (1994) showed that compensation systems have a direct effect on job search decisions, and additionally, the effects of compensation systems on job search decisions are strengthened when the applicant's personality characteristics fit with the various components of the compensation system. when an employer's aim is to strengthen person–organization fit, they can use performance appraisal to focus on an employee's value and goal congruence, and ensure the individual's goals are in line with the company's goals.