Image of a globe flanked by the text 'Resources for Recruitment and Retention, Support in the Workplace' and wrapped in a banner that says 'Plan It.'

Recruitment Intervention Strategies

Realistic Job Previews Tips, Pros, and Cons

This overview was developed by Susan O’Neill, Sherri Larson, Amy Hewitt, John Sauer (2001). Minneapolis: University of Minnesota, Institute on Community Integration. Funding was provided by the Partnerships for Success Grant funded by the U.S. Department of Labor (Grant # N-7596-9-00-87-60).
Realistic Job Previews (RJPs) include any method an agency or business can use to help prospective employees get a balanced picture of the work they would be doing and the organizational climate prior to the offer of a position. This is especially important in “hidden” industries, such as human services, where many people do not have any information about the tasks and responsibilities of the job. An accurate RJP, combined with opportunities for prospective employees to self-select out of the hiring process, can reduce turnover and hiring and training costs by weeding out people who do not want the kind of work the agency has to offer.
There are a number of methods for conducting an RJP, each with its own set of benefits and disadvantages. The links in this chapter can give you a quick snapshot of possible methods and considerations. All RJPs should be developed with input from existing direct support staff, as well as frontline supervisors, human resources (HR), and other administrators. All RJPs, regardless of format, need to convey the same content. The information provided does not list what should be included in an RJP, only the methods and considerations used in the process and its implementation. Agencies can use this information to decide what method might be best for them based on budget, time, and other considerations.
With any of these methods, it is critical that prospective newcomers be informed that the reason they are participating in an RJP is to help them make a decision about whether this company and this job is a good match for them. This needs to happen before a job offer has been made and should allow an opportunity for prospective employees to decide that they do not wish to continue the application process. In addition, agencies should take the opportunity to identify what makes them unique and why someone should work for them rather than for another agency.
Specific information on development and implementation considerations, cost effectiveness, pros and cons are provided for each of the RJP methods:
Booklets or Brochures [2.2.1.j.1]
Pre-application Screening [2.2.1.j.2]
Structured Observations [2.2.1.j.3]
Meetings with Current Workers [2.2.1.j.4]
Group RJP [2.2.1.j.5]
Videotapes [2.2.1.j.6]
Web-based Multimedia [2.2.1.j.7]

Submit your Feedback

Upload or attach a document:

Go to Chapter: