This study tested the extent to which industry culture stereotypes influence job-seekers' Person-Organization fit when job-seekers inspect organizations' websites. We proposed that PO fit would relate to Person-Industry (PI) fit, which is the fit between personal values and industry culture stereotypes. Furthermore, a good website design should negatively relate to the use of industry culture stereotypes for assessing actual organizations, yet this relationship should be moderated by job-seekers' PI fit. Our hypotheses were confirmed. An organization's website design affects the use of industry culture stereotypes, but this depends on an individual's PI fit. Individuals use industry culture stereotypes when inspecting organizations' websites particularly if they find the website less attractive and if PI fit is low.

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Job‐seekers are attracted to organizations if they perceive fit between their personal values and those of an organization. It is often assumed that people's person–organization (PO) fit perceptions reflect an overall comparison between the person and the organization: fits on values that are personally attractive, aversive, or relatively neutral are weighed equally. In this study, we questioned this assumption. Based on regulatory focus theory and construal level theory, we proposed that fit on values that are personally attractive would especially contribute to the perception of PO fit. Four policy‐capturing studies indeed showed that job‐seekers do not weigh all value fits equally. Rather, they weigh fit on personally attractive values more heavily than fit on personally aversive and neutral values. Thus, job‐seekers perceive high PO fit particularly when information about a prospective organization supports values that are personally attractive to them. Theoretical implications and directions for future research are discussed.

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