Fit is important for organizations and can lead to a number of positive outcomes, including satisfaction and organizational commitment. It is unclear whether interviewers can accurately assess person-organization and person-job fit through the employment interview. This study used a mixed between-subject and within-subject design to assess the effects of training on the identification of fit vis-à-vis value congruence. Analyses confirmed that interviews can be used to assess this type of fit. Further, training can be useful for improving the accuracy of this assessment; however, people are better at identifying a lack of values rather than a presence of values. Additionally, interviewers' ratings of likeability, overall fit, and employability (i.e., hiring decision and pay decision) were related to perceived value congruence. These findings and their implications for organizations are discussed.