Research shows that people who have had a realistic job preview are more committed to the organization. This is because they know what is happening, have a better understanding of the cultural values of the organization, and the issues that employees run into.

1. Re-Visiting the Realistic Job Preview

2. A Realistic Job Preview (RJP) is a Recruitment and Staffing
Solution used to communicate both the good and bad aspects
of a job. It provides a candidate with a realistic view of what
the job entails. The value it adds to recruitment and staffing is
that it helps a candidate determine if they are a good match for
the job.

3. The RJP is a candidate self-evaluation tool, not an objective
talent selection assessment. It can help reduce turnover by
weeding out candidates who don’t like some specific aspects of
the job. The RJP should be introduced early in the recruitment
process.

4. First you need to decide whether your RJP will be in written
format or in video format. You will need to interview current
employees in the position. Ask them to identify and list the best
aspects of the job.
How to Create a Realistic Job Preview

5. Then have them list the worst aspects. Ask them what they
wish they would have known prior to accepting the job. It is
good to balance a few positive aspects with a few negative
aspects in the RJP.

6. Multimedia presentations
RJPs using multimedia formats, such as video, CDs, or web-
based presentations are more interesting to candidates. You
can demonstrate what the position entails by showing
employees engaged in the job.

7. Booklets or brochures
Booklets or brochures need to include both positive and
negative aspects of the job. The materials can consist of glossy
brochures or even photo albums compiled by the employees
working in the job.

8. Group Presentations
Group presentations can be an entertaining way to discuss the
positive and negative aspects of the position. Having a couple
of current employees in the job is a great way for candidates to
learn about the details.

9. In RJP meetings, current employees explain in their own words
what the job entails in terms of potential rewards, challenges,
perks and benefits. Current employees need to be trained for
the RJP presentations.

10. Pre-application job previews
Information is posted on the organization's website in a
discussion forum. Current employees in the position facilitate
the online discussions.

11. These RJPs can include basic information, such as pay scale,
benefits, general job responsibilities and requirements, work
hours and job locations. Current employees monitor and
respond to the inquiries.

12. Develop an RJP Evaluation Plan
Identify who will implement the RJP plan. Which managers,
employees, and human resources staff will participate? Clarify
the strategic intent of the RJP and the desired outcomes.
Identify relevant job duties. Identify the aspects of the job that
satisfy and dissatisfy employees.

13. The RJP needs to blend the positive and negative information.
Determine your preferred format. Consider resource and time
constraints. Determine where the RJP will be introduced in the
recruitment process. Monitor implementation to ensure the RJP
plan is being followed.

14. Evaluate the results that are obtained. Is the RJP having the
desired impact on turnover in the position? The Realistic Job
Preview is a proven Recruitment and Staffing Solution
USA. Contact us to get started today.