#8 realistic job previews_jd_4!30!11

8/6/2019 #8 Realistic Job Previews_JD_4!30!11

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8. The team will offer suggestions for including realistic job previews in the applicant

screening process.

A realistic job preview (RJP) is a recruiting approach designed to communicate the positive and

negative aspects of the job and the organizational climate before the applicant has accepted theoffer. We often asked if the candidate is right for the job, but on the flipside do we care if the job

is right for the candidate? The answer is yes because research has shown that when newly hiredemployees expectations are not met, they become so unhappy with the job that they quit. An

accurate and well placed RJP provides applicants the opportunity to evaluate if they like the joband will fit in with the organizations culture which in turn will reduce turnover. Reduction in

turnover rate also translates to lower hiring and training cost.

Research on turnover has shown that the erosion of satisfaction levels and turnover are highestduring the first six months to one year. This suggests that new workers were perhaps misled by

organizations attempt to sell themselves or that job applicants often times misinterpreted the

nature and type of work/organizations (Harvey 1990). Therefore, it is also important that RJP aredesigned for the right reasons.

RJPs can be found in a variety of formats such as job brochures, videos, presentations, facilitytours. The different kinds of RJP method have their own set of pros and cons. Certain formats

may be more successful or suitable towards particular kind of jobs or with a particular audience.The use of multiple formats however is likely to be most effective.

For our purpose, we adapt the following table from Susan ONell et al. from the University of

Minnesota, Institute of Community Integration as a guideline to select the best type of RJP forour purpose:


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Type of RJP Development

Considerations

Implementation

Considerations

Cost Effectiveness Pros

Pre-application

screening-

This type of screening is

usually done at the timein which a person calls

an agency or otherwiseasks for an application.

It is usually brief and

designed to help the

agency find out if theprospective employee

meets minimal criteria.

Prescreens can be

adapted to include basic

RJP information

including pay scale andbenefits, genericresponsibilities and

requirements of the job,

and hours or locations of

jobs

Prescreens should be

consistent for each

applicant. An agency

should come to

consensus about whatinformation should be

gathered and shared atthis point.

Like other RJPs

Prescreen questionsshould be based on what

current and newly hired

direct support staff

identify as the most

important things they

wish they knew about

before being hired, butdidnt.

Having a checklist

and limiting the

number of people

who do this pre-

screen will helpmaintain

consistency.

Pre-screening alone

should not serve as

an agencys onlyRJP

If they are brief and to

the point they may

save both the person

and the agency time

should the person beineligible or not

interested in this typeof work.

Helpful for quickl

screening out inelig

people (i.e. BCA,

transportation, etc.)

those who have no iof what the work en

and decide it is not them.


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Considerations

Implementation

Considerations


Group RJP

This type of RJP

involves inviting groups

of potential applicants to

gather to get informationabout the job. The

meetings can be divided

into three or four 5-10minute segments.

During each segment

information about thejob is provided and

questions are answered.

After each segment a

break allows those who

decide this is not a good

match for them to leave.

At the end of 30-45minutes those whoremain are given an

application to fill out

and interviews are

scheduled.

Like other methods this

requires planning time to

identify which aspects of

the job to highlight and

how.

Potential applicants

should be informed

of any job

prerequisites prior to

this meeting so theydo not come if they

cannot pass neededbackground checks

or drivers license

requirements.

This process could

easily incorporate

strategies such as

videotapes.

Development and

implementation cost

will vary depending

on the

materials/methodsused.

When direct support

staff, Consumers,

and/or Family

members are involvedit will be less

expensive in a group

than to do so

individually.

Provides informat

more than one perso

a time reducing the

commitment per

applicant (efficient) Clearly shows pot

applicants that it is decide to not pursue

job.

The structure can

keep information mconsistent than whe

single prospective

employee meets wit

them


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Considerations

Implementation

Considerations


Internships or volunteer

programs

More of a long-term

strategy, internships orvolunteer opportunities

provide people whoarent sure whether this

job is of interest to them

a chance to actually try

it out.

Some internship

programs focus on high

school students who are

fulfilling course or

community service

requirements for school.

This method requires a

local champion who will

guide the program

through development and

implementation.

Planning must includeconsideration of the

guidelines regarding

what volunteers or

interns are allowed to doand what the conditions

of the

internship/volunteer

opportunity will be.

Internships can be

paid or unpaid.

Providing

recognition of peoplewho were interns or

volunteers (e.g., atbanquets, award

ceremonies, in the

local newspapers)

can help generateinterest from other

persons.

This type of program

is expensive in terms

of coordination

efforts.

It is a long-term

strategy that may notshow immediate

benefits.

Provides an additi

person to enhance

opportunities for qu

of life outcomes wh

the same time provia very good picture

what the job is realllike.

Provides employe

coworkers, consum

and families informabout this person.

Participants leave

a better understandi

people with disabili

even if they dont c

a career in human

services.


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Considerations

Implementation

Considerations


Hybrid method

Combining one or more

of the methods to create

a more flexible andcomprehensive RJP

Requires coordination

across the methods to

ensure that the most

effective methods are

being used in eachsituation

Development

considerations depend on

methods chosen.

Implementation

considerations

depend on methods

chosen.

Depends on the types

of materials used.

May reduce cost of

some materials (e.g.,

video if shorter,etc.).

Could be more

expensive if cost is

not attended to during

development andimplementation.

Can be adapted to

individual site and

persons needs.

Could be more

thorough and effectthan any one metho

alone. Could use a metho

that is cheaper to

produce to confirm

RJP effectiveness athen create a metho

is cheaper to implem

(e.g., web-site, vide

once comfortable w

effectiveness.


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RJP Selection and Implementation

For our selection process, we select the types of RJP that complements our interview process.The different RJPs shall be incorporated strategically in all three stages of the interview process

so that the applicants have the opportunity to reconsider their decision based on their evaluation

of the job and the organization.

Stage 1: Phone Screening Interview

Based on the table above, it can be seen that our proposed phone screening is also a type of RJP

if the right questions are asked.The objective of this RJP is to give applicants basic informationsuch as generic responsibilities, location and pay scale and benefits.

We must also ensure that both electronic and printed job advertisements are available and they

contain the right information such as the specific daily task and the positive and negative aspectsof the job.

The overall relative cost of implementing RJP at this stage is low.

Stage 2: Case Interview (Group format)

During this stage, the RJP shall also be done in a group format to complement the case interview.

Based on the methods discussed in the table above, we proposed to use a combination of groupand video RJP.

A professional RJP videotape depicting the general tasks required by the job and testimonials

from real employees shall be shown to the group of applicants before the case interview. Theapplicants will be given the opportunity to take notes and discuss the any questions they may

have with the interviewers.

The overall relative cost of implementing RJP at this stage is high. A nominal investment mustbe made to produce a professional RJP videotape that paints an accurate and realistic picture of

the mechanical engineer job in todays context. An archived RJP videotape produced in the1980s may not be relevant anymore!

Stage 3: Behavioral Interview (Individual format)

Finally at this stage, we proposed to use a structured observation RJP in the form of a facility

tour to provide the shortlisted applicants an opportunity to observe other mechanical engineers atwork and what may be potentially their future work environment.

The overall relative cost of implementing RJP at this stage is low because only minimal staff

time is required during observation and the process can be easily change and updated.

#8 realistic job previews_jd_4!30!11

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