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Recruitment Intervention Strategies

Type of Realistic Job Preview: Videos

Adapted with permission from materials developed by Susan O’Neill, Sherri Larson, Amy Hewitt, and John Sauer from the University of Minnesota Institute on Community Integration.
Video presentations are most often professionally done and cover all jobs in a particular job classification, although videos specific to a site can also be used. The videos help applicants understand what the job is like by showing employees engaged in their tasks on a day-to-day basis. The agency should assess which situations show the job most realistically, including the tasks that typically cause early turnover. Including actual staff and key stakeholders in the film makes the video realistic. Videos produced elsewhere may serve as useful adjuncts to other RJP methods.
Development Considerations
Videos require significant legwork, beyond identifying the critical aspects of the job to include. Equipment and film crews are needed, in addition to writing a script, gathering consents, preparing settings, and coordinating participants. For a professional-quality video, consultants should be used to develop the script and provide access to high-end equipment. Experts in filming, sound recording, and production also are needed. A poorly produced video creates the possibility that candidates will be turned off not by the job, but by the video.
Because of the expense and time involved in video production and updates, the planning process should be meticulous; only the most critical information should be included.
Implementation Considerations
Videos can be made accessible at multiple sites, but require a video player and a staff person to run the equipment and answer questions. Videos that are too long can lose their impact, but if they are too short, they might not contain all necessary information.
Video RJPs are being successfully hosted at social marketing Web sites, such as YouTube. This allows the agency easy access to the video via computer, rather than video player hook-up. Uploading the video to social marketing Web sites also allows the agency to send the Web site address to applicants for viewing anytime.
Cost Effectiveness
Videos are very expensive to produce and update. If they are well produced and the content is not date sensitive, they can be used for a significant period of time, making them more cost effective. However, updates can be nearly as expensive as initial development. A video player must be available at every site where the video will be used. Usually, the use of videos requires staff time; however, this may or may not require additional staff hours. Videos are likely to be cost-effective only for organizations with regular and significant recruiting needs.
  • Are portable;
  • Have a strong impact;
  • Can cover a variety of topics of concern to potential employees (i.e., pay and benefits, all job duties);
  • Provide a comprehensive look at the agency;
  • Show people engaged in the tasks required by the job; and
  • Provide highly consistent information to each prospective employee.
  • Are difficult to update;
  • Require expert filming and production to look polished;
  • Can be very expensive;
  • Need special equipment to develop;
  • Require access to a video player at each site;
  • If poorly developed or produced, will not be effective;
  • Require supplemental efforts to ensure that the questions raised are answered effectively;
  • Require additional expense to capture special needs or characteristics of individual sites.
  • Might require consumers or family members to consent to publicizing sensitive information; and
  • Do not provide potential recruits with direct contact with staff, consumers or family members.

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