In a world where video, media, and interactive technology have become the norm, job seekers have come to expect more from companies when investigating potential employers. Add in the emergence and rapid adoption of AI and it almost seems crazy not to provide at least some sort of inside look into an organization at some point in the selection process. This provides candidates with a realistic job preview (RJP) of the company as well as the position for which they are applying.
Incorporating realistic job previews into your candidate screening process and creating an effective employee onboarding experience can help organizations minimize turnover and feel confident in their ability to perform in their role safely and efficiently. This way, people know exactly what they’re signing up for and are more likely to stick around if they feel it’s a good match.
What is a realistic job preview?
A realistic job preview is like getting a sneak peek into a job before you actually dive in. It’s meant to give potential candidates an inside look at what the role really entails and what the company is like so that they’re able to make an educated decision if it’s a good fit for them.
The number of individuals who utilize social media in their daily lives, either personally or professionally, indicate that using this type of platform to house a realistic job preview video is an easy way to get candidates familiar with the nuances of the job – both the positive and the not so positive.
For example, let’s say you run a busy call center. Candidates applying for a position might not fully understand all that is involved by just reading the job description. To combat this, watching a job preview video showing a current employee answering calls and using a software program can help the candidate understand what to expect day-to-day in the job. This realistic job preview also gives employers the opportunity to show the work environment and even introduce candidates to potential coworkers who can provide job insights in a relatable, non-technical format.
5 tips to optimize realistic job previews and decrease turnover
Once you’ve decided to integrate a realistic job preview into your hiring process, the next question centers around where to start. Here are five tips for creating more effective RJPs to better inform potential candidates and lower employee turnover within your organization:
1. Identify internal resources to utilize
When creating a realistic job preview, it’s important that you take measures to ensure that it is engaging, authentic, and informative. Consider selecting a number of incumbent employees to showcase and ideal locations to feature. Preparation is key to ensuring you get the best final product that effectively promotes your job opportunities and organization as a whole.
2. Include pertinent company information
Your organization’s mission and core values may really resonate with some candidates and can also be a draw for your applicant pool. For example, if recycling and environmental protection is a core component of your company’s values, make sure to include it. Also, promoting your core values helps show that your company is built on specific beliefs and ethics – something that is important to many job seekers. Remember that this is the first impression that many will have of your organization and you want to prioritize your candidate relationship management strategy while demonstrating a commitment to who you are as a company.
3. Showcase the benefits and perks of the position
This is where a well-executed realistic job preview really shines. Make sure to spotlight the positive aspects of the job and its work environment in your job previews. By selecting a top performer or enthusiastic incumbent to convey your message, their appreciation and satisfaction for the company and the job will set an inviting tone for potential hires. Brainstorm ideas of what not only attracts candidates to apply, but what retains top talent across the organization.
4. Do not hide any potential negative aspects of the position
Perhaps equally as important as showcasing the positives, it is best practice not to gloss over or try to hide things about the job that could be viewed as potential downsides when creating a realistic job preview. For example, if the job requires that someone be at their desk for 90% of their time with structured bathroom and lunch breaks, then include it in the job preview. If it involves undesirable work shifts or hours, share that. If there are limited promotional opportunities, make that known.
Remember, a good realistic job preview is designed to benefit your company as well as help candidates. As an employer (and a candidate), it is not beneficial to hire someone who isn’t going to be happy with the job. Candidates (and employers) do not want to waste time going through a hiring process if, in the end, the candidate finds the job falling short of their expectations.
There are, however, ways in which the potentially negative aspects can be positioned in a way that does not make them the ‘star of the show.’ Some creative thought and help from your marketing team – or even drawing upon feedback from the employees themselves – can help you identify a new way to frame these challenges.
5. Feature job previews across multiple social media outlets
Once you have your realistic job preview finalized, post it to social media or online outlets that your organization utilizes: your company’s website, Facebook, LinkedIn, Instagram, or TikTok. More eyes on your job previews means more exposure for your company in a transparent manner and hopefully, more applications from qualified candidates who will be a good fit.
Bonus tip: Be careful how you use AI for your RJP
There are many ways to invoke the power of AI in your realistic job preview. There are also some dangerous ones. For example, despite good intentions, you might include a video that appears realistic but neglects safety rules and normal human reactions since the video is artificial. If AI is used in the process, it’s a good idea to get assessment experts involved to understand the implications.
In the five tips laid out above, AI can be helpful in generating ideas for which experts you could involve, what information might be most pertinent to share, positive parts of a job, strategic ways to spin negative aspects, and ideas for social media promotion. Ultimately, it is also important that candidates are getting a REAL realistic job preview. While it can definitely save time, be wary of the dark side of AI and relying on it too heavily in the RJP creation process.
Transform your realistic job previews to keep employees longer
In the end, a realistic job preview can be many things. It can be a sales pitch to your applicants or an insider’s view into the pros and cons of the job. Perhaps the most important aspect of creating an effective realistic job preview is that it can be used as a screening tool within your selection system to help reduce potential turnover in your organization.
By focusing on these five tips and being intentional about the use of AI, you’ll create a realistic job preview that truly resonates with potential hires. An engaging and honest job preview not only helps set the right expectations but also builds trust from the get-go. When candidates know exactly what to expect, they’re more likely to stay motivated and committed in the long run. So, be sure to take the time to create an authentic RJP – your future employees (and your turnover rates) will thank you.
Top factors in industrial new hire success
Prioritizing speed to hire over quality of hire in industries where employee performance directly impacts safety, productivity, and efficiency is a risk.
Getting the hiring decision right matters, but it’s what happens after the offer is accepted that determines whether a new employee will stay, perform, and contribute.
In industrial environments where safety, productivity, and retention are under constant pressure, the gap between a good hire and a successful one often comes down to factors that have nothing to do with the selection process itself.
In this insight summary of our latest industrial research, conducted with over 800 industrial sector experts, we explore:
- Why onboarding has the biggest impact on retention and productivity
- How team dynamics influence integration and early turnover
- Why work conditions drive attrition — and how to get ahead of it