Realistic Job Preview A Dose of Reality

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Realistic Job Preview A Dose of Reality

• JoAnn Bagshaw
• PA State Civil Service Commission
• 717.787.5974, Ext. 3560
• JBagshaw_at_state.pa.us
• MAPAC April 19-21, 2006

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What is a Realistic Job Preview?

• Gives small dose of job reality
• Provides factual information
• Helps make a job fit decision

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Realistic Versus TraditionalJob Preview

• Wanous, J. P. (1973). Effects of a realistic job
  preview on job acceptance, job attitudes, and job
  survival. Journal of Applied Psychology, 58,
  327-332.
• Wanous, J. P. (1975). Tell it like it is at
  realistic job previews. Personnel, 52, 50-60.

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Wanous, J. P. (1973)

• Realistic Impact
• Lower job expectations
• Fewer thoughts of quitting
• Higher job survival/satisfaction rates
• No noticeable impact on job acceptance rates

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Aide Trainee

• Job Analysis Study 1987
• High turnover
• Unrealistic job expectations
• Need to update exam.

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Use of RJP Survey(1988)

• Survey population 77
• Response rate 61 (47)
• Survey results
• Rate using RJPs 28 (13)
• Type of RJPs
• 8 Willingness/Conditions of employment
  questionnaires
• 4 Study/test materials
• 3 Tours
• 2 (1 planning) Videos
• 1 Public meetings
• 1 Job Sims. (Observation Sessions)
• 1 Fact/Info. sheets

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Aide Trainee ProgramRecruitment Selection

• Willingness questionnaire
• RJP video
• Video-based job simulations

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Retention Practice Give an RJP

• Whos Doing It?
• PA SCSC
• Aide Trainee
• Corrections Officer Trainee
• County Caseworker
• Wildlife Conservation Officer Trainee

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Retention Practice Give an RJP

• Whos Doing It?
• Other Public Organizations
• City of Los Angeles Detention Officers
• City of Vancouver Police Department Police
  Officers
• Oklahoma State Merit System Correctional
  Officers
• State of California Golden State Career Videos
• Private Employers
• BellSouth Various jobs
• Dungarvin Direct Support Professionals

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When should RJPs be placed in the hiring process?

• Ideally, early in the sequence of hiring events

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How do I develop an RJP?

• Identify motivator(s)
• Reaction to workforce challenge
• Pro-action to avoid future problems
• Conduct job analysis/organization diagnosis
• Design/Develop RJP

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How should I present the RJP?

• Written
• Test announcements
• Brochures/Booklets
• Willingness questionnaires
• Work simulation study/test materials
• Multimedia
• Videos
• Audio clips/recordings
• Verbal/Other
• Web (written, video, still photos, and/or audio
  clips)
• Facility tours to include QR sessions
• Structured interviews

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Why use RJPs?

• Improve employee job satisfaction
• Reduce voluntary turnover
• Enhance communication through honesty and
  openness
• Realistic job expectations