Despite its often vague and broad meaning, job fit has been found to be used consistently in student affairs hiring spaces by both candidates and employers while engaging in the search process. Even though there may be modest intentions behind its inception, unclear and vague use of job fit within the student affairs job process can prove harmful as means of condoning exclusionary practices against candidates while upholding hierarchical and oppressive practices while adhering to institutional whiteness within hiring practices in student affairs. 

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