FINAL PROJECT

TOPIC:
Realistic Job Preview
Submitted by:Abdullah Ahmed Abbasi

MBAR143025

Mohammad Owais Iqbal

MBAR143006

Umar Farooq Butt

MBAR143022

Adeeb Arshad

MBAR143062

Submitted To:Prof Dr. Shazia Akhter

Table of Content:
1. Acknowledgment
2. Chapter:1
(a) Realistic Job Preview
3. Chapter:2
(a) Uses of RJP
(b) Advantages of RJP
(c) Dis-Advantaes of RJP
4. Chapter:4
(a) Conclusion

Acknowledgement:-

First of all we are very thankful to ALMIGHTY

ALLAH who gave us or blessed us with skills, talent, energy and confident and
opportunity to complete successfully our group presentation question of HUMAN
RESOURSE MANAGEMENT. Though its a useful task, it needs committed efforts,
study, devotion and most of all guidance to be accomplished successfully. Among all
these elements, guidance and study is of maximum importance.

We are very thankful to DR SHAZIA AKHTER for her massive guidance at every
stage. She did her best to make us understand everything. This work would not have
been possible without her corporation and continuous direction.

Question:

What do you think of Realistic Job Preview? Would you

be more likely to choose a position where recruiters
emphasized only the positive aspects of the job?

Realistic job previews: (RJPs)

Realistic Job Preview are devices used in the early stages of personnel selection
to provide potential applicants with information on both positive and negative aspects of the job.
The employee exchange or psychological contract between employer and employee is at the heart of
this concept . Being hired after use of the RJP, the employee enters into the contract with their eyes
open, aware of what the organization will provide to them (pay, hours, SCHEDULE flexibility,
culture, etc.) and also what will be expected from them (late hours, stress, customer interaction, high
urgency, degree of physical risk, etc.).
High turnover of new hires can occur when they are unpleasantly surprised by an aspect of their job,
especially if that aspect is especially important to them. For example, if they take the job with an
understanding that they won't have to work weekends, then are immediately scheduled for Saturday
night, it undermines trust and the psychological contract is breached. Better informed candidates
who continue the application process are more likely to be a good fit with the position, and the ones
who choose not to continue save themselves time pursuing a job or company that wasn't right for
them. The hiring organization saves time on testing and interviewing only those candidates with a
strong CHANCE of success.
RJPs can take the form of videos (e.g., Home Depot; PetSmart), testimonials or short tests.
Regardless of format, effective RJPs accurately foreshadow the culture that the candidate is signing

up for. Other critical components include: Candor and openness; specificity (while avoiding a
deluge of information); representative visual depictions of the work environment, preferably with
the employee actually performing common tasks; testimonials from real employees, not actors.
Ideally, RJP information should be focused on the things that matter most to the
candidate demographic, parts of the job or culture that correlate with engagement and turnover.
Empirical research suggests a fairly small effect size, even for properly designed RJPs, with
estimates that they can improve job survival rates ranging from 310%. For large organizations in
retail or transportation that do mass hiring and experience new hire turnover above 200% in a large
population, a 310% difference can translate to significant monetary savings. Some experts
estimate that RJPs screen out between 15% and 36% of applicants.

According to researchers there are four issues that challenge RJP:

1. Recruiters do not SHARE RJPs during interviews.
2. The nature of realistic information SHARED (in lab research or in the field) is unclear .
3. Not asking the right questions.
4. Applicants consistently report desiring more specific, job-relevant information than they
commonly receive.
In addition to this there is a CHANCE for Realistic Job Preview to become more effective in order
to eliminate turnovers. The presentation format and timing of the RJP can be improved whether the
real information is provided early on or later in the recruitment factor. Consequently more specific
topic should be addressed and information sources used (e.g. job incumbent versus human resource
staff person).
The Realistic Job Preview (RJP) is based upon the concept of self-selection: Candidates are
expected to decide whether a job will fit their interests and expectations in the long term. Your
mission is to provide them with information about their future tasks and the skills they would need
for that job - beyond what is written in your job advert! Convenient formats for this would be
video, blogs or other interactive items such as role plays where candidates can test their potential.
Realistic job previews can help employees prepare psychologically, in addition to establishing trust
at the onset. Rather than painting a rosy picture, the employer is frank, and this makes employees
feel like they can rely on the word of their employers and supervisors. Honesty about less exciting
or unpleasant parts of the job assures people considering the company that it is not hiding

information in the hopes of enticing people to accept contracts and then springing unpleasant
surprises on them.
Companies can contract with consultants to create a realistic job preview. The consultant will
interview employees, review workplace manuals, and wander through the workplace to learn more
about the working conditions, level of satisfaction, and culture at the company. Using this
information and acting as an outsider who may have a more neutral view on the company, the
consultant prepares a realistic job preview to assist the company with the application process.
Companies can also work internally on such projects.

:Advantages of Realistic Job Preview:

Reduces Voluntary Turnover:
According to a SURVEY conducted by Susan R. Duncan,
individuals who received an accurate picture of the job during the selection process had a better
survival rate then those who did not receive an accurate picture. After 18 months in typically high
turnover positions, 57 percent of those who were given an accurate picture of the job survived,
compared with 35 percent who did not. After 3 years, the survival rate was as high as 41 percent,
compared with a previous survival rate of 21 percent.

Saves Your Time for Candidates Who Are a Good Match:

The process is set up to delay
the most expensive aspect of the job selection process (face-to-face or group interviews) until the
most qualified candidates have emerged through less expensive screening methods. The earlier a
candidate decides that the position is not a good match, the more resources are available for
candidates that believe they fit the position.

Prevents Inappropriate Hires:

The pay-off of the RJP is that IT HELPS candidates
decide against taking a job that is a poor fit, which saves the organization enormous resources
in future turnover, hiring costs, and labor hours.

Result: Less Confusion and More Commitment:

Candidates have a better understanding of a position during the selection process:
They have clear job expectations and a greater commitment to the organization.

 They adapt more easily to the positions duties.

They are less likely to have culture shock.
They appear to terminate less frequently, perhaps because of increased job satisfaction.

:Dis-Advantages of Realistic Job Preview:

RJPs may lead to Negative Attitudes:

While RJPs purposefully present negative information about the
job/org to applicants, ELPs are very general in nature and are not job/org specific. Thus, ELPs allow
organizations to avoid shooting itself in the foot when recruiting top talent. More specifically,
ELPs directly address the well known tendency of job applicants to have unrealistically
high expectations prior to employment (regardless of the organization or job). All in all, ELPs are
expected to lead to fewer negative attitudes toward the job/org.

High Cost of RJPs:

Given the ever-changing nature of work, updating RJPs for various jobs can be
time consuming and costly. According to Morse and Popovich, an ELP template can be created and
used throughout an organization with little to no adjustments needed for specific jobs.
Therefore, ELPs have a direct monetary advantage over RJPs.

RJPs dont Focus on Applicant Expectancies:

The ultimate goal of both RJPs and ELPs is to move
job applicants/recruits expectations in line with reality. RJPs attempt to accomplish this
by pointing out positives and negatives of the specific job. Thus, RJPs directly
address discrepancies between job content expectations and realities. ELPs, on the other hand,

explicitly address applicants unrealistically high expectations. Thus, ELPs more directly address
the issue at hand (high applicant expectancies) than RJPs.
Although ELPs provide an exciting alternative to RJPs, research on ELPs is in its infancy. The
limited research available, however, does support their use (e.g., ELPs do tend to reduce
early turnover). Despite the caveat above, ELPs have the potential to effectively address several
limitations inherent in employing RJPs. And importantly, ELPs have the potential to save
organizations big bucks