A realistic job preview (RJP) is essential in your recruitment process and increases the quality of applications. It not only makes sure you get the right candidates, but it also makes sure that your business is the right one for them.
Having a realistic job previews ensures there are no surprises which in turn improves retention. Improved retention means you save time and money – what more could you want?
But what exactly is a realistic job preview?
Well, it’s exactly what it says on the tin – a realistic preview of the job. The good, the bad and the ugly.
Many people forget that recruitment works both ways and a RJP helps with this. It makes sure the candidate can make an informed decision on whether to take the job, both for the job itself and the company it’s for. But it only works if you’re honest. No sugar coating.
The main benefits of an RJP are simple. When people know more about the job and the company, they are able to ‘self select’ – meaning they can make an informed decision on whether to put themselves forward, which automatically improves the candidate quality.
The candidate experience is also improved. The last thing candidates want is to spend time applying for a job which they learn isn’t a match for them. It’s demotivating and has a negative effect on the experience the candidate has with your organisation.
A RJP can also showcase your cultural values and any issues that employees may have run into. If candidates understand this from the start, they are more likely to be committed to your organisation.
A more obvious benefit of a RJP is job satisfaction. Employees know exactly what to expect from the role and company so are therefore more satisfied. This in turn leads to higher performance and employee retention.
So, if we’ve sold a RJP to you (which we totally should have done) allow us to give you pointers on how to write one and what to include:
1. Vision and mission
Tell candidates where you see your organisation going and how you’re going to get there.
2. Job spec
Make sure this is accurate – cut the fluff and tell candidates exactly what will be expected from them. Don’t just include the ‘sexy’ stuff.
Candidates want to know about the perks of working for your company – sometimes this is what makes them decide between a job with your company and another.
How will you reward your employees? What are they working towards? If people know what they are working towards, they will be more motivated and work harder to get there.
5. Training and development
No one is happy in a stagnant job so knowing about the training and development opportunities is key. Employees want to grow with your business.
6. Showcase a typical day
This has to include the good, the bad and the boring. Including this allows candidates to place themselves in the role and see if they fit.
Company culture is just as important as the job itself. Candidates want to know what it’s like to work there – is it a 9-5 mentality? Do you have good social events? You could showcase this via current employee interviews.
So now you know. An RJP really can make the difference between a good and bad hire – trust us.