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Recruitment Intervention Strategies

Type of Realistic Job Preview: Booklets or Brochures

Adapted with permission from materials developed by Susan O’Nell, Sherri Larson, Amy Hewitt, John Sauer from the University of Minnesota, Institute on Community Integration.
Development Considerations
Booklets, brochures, or photo scrapbooks must be carefully designed to attract potential candidates for positions, maintain their attention, and include all necessary information. Agencies should be specific about the tasks of the job (i.e., not using generic phrases, such as “personal care,” rather than describing the specifics: helping people brush their teeth, helping people use the toilet). The product should describe the unique aspects of the agency and why it is a preferred workplace.
Implementation Considerations
Providing a brochure is not sufficient to accomplish the intent of an RJP. Individuals may not read all the materials or fully comprehend the content. In addition, it is difficult to fully describe a job in a short booklet or brochure. These materials should be supplemented with opportunities to meet people and ask questions, or to view videos about the position.
Cost Effectiveness
Quality brochures and booklets are expensive to produce and design. Costs include the need for computer hardware and software, as well as layout and design professionals to help identify what information should be presented and professional-level printers and photographs. Printing decisions should balance the cost effectiveness of large bulk orders versus the potential for waste if materials will need to be updated frequently.
Booklets and brochures:
  • Are highly portable;
  • Can be distributed by employees, family members, consumers, and board members to potential job applicants;
  • Provide information that the potential employee can consider in the privacy of their own homes;
  • Can be adapted to a variety of settings, service populations, and sites; and
  • Can be developed by staff members as a team-building exercise.
Booklets and brochures:
  • Require expertise to create effective and attractive materials;
  • Do not provide a hands-on opportunity for interaction between prospective employees and others involved (consumers, staff, and family members) if the position is client-centered;
  • Are not likely to include the unique characteristics of specific sites or service populations; Might be least effective in helping a potential employee understand the job; and
  • May be distributed widely but will require update.

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