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JMH
20,2 A historical approach to realistic
job previews
An exploration into their origins, evolution,
200 and recommendations for the future
John E. Baur, M. Ronald Buckley and Zhanna Bagdasarov
University of Oklahoma, Norman, Oklahoma, USA, and
Ajantha S. Dharmasiri
Postgraduate Institute of Management, University of Sri Jayewardenepura,
Colombo, Sri Lanka
Abstract
Purpose – The aim of this paper is to provide some historical understanding of a popular recruitment
procedure called a Realistic Job Preview (RJP). As long as individuals have worked for others there has
been a need to exchange information about a focal job. Information can be exchanged through myriad
channels. The aim here is to trace the origins of RJPs and discuss the initial studies that generated
attention and interest in what has become known as “realistic recruitment”.
Design/methodology/approach – Along with a historical account, this paper provides a summary
of the limitations associated with this method, proposed psychological processes mediating
effectiveness of RJPs, and issues with development, mode of presentation, implementation of RJPs, and
an important alternative/accompanying technique (ELP).
Findings – While this technique has been used for many years, it will continue to be a quality
addition to any worker socialization program.
Originality/value – The value of this paper is that it places this technique in an historical context.
Keywords Recruitment, Human resources management, Realistic job previews
Paper type Research paper
Introduction
Throughout the history of organizations there has been a need to exchange information
about the content of the work that needed to be performed. This information has been
essential in helping workers to be able to successfully prepare for both the organization
and the specific duties of the employment position. In order to help ensure a better fit
between the organization and the employees, this exchange of information should be
conducted during the recruitment process and prior to a mutual selection by the
organization and employee into an employment contract.
The study of employee recruitment has been central to the human resource
literature and has markedly increased in recent years (Billsberry, 2007; Breaugh et al.,
2008; Breaugh and Starke, 2000) leading to numerous reviews of the literature
(e.g. Barber, 1998; Breaugh, 1992, 2008; Breaugh and Starke, 2000; Rynes, 1991;
Journal of Management History Wanous, 1992). Recruitment has been defined as the practices and tasks by an
Vol. 20 No. 2, 2014
pp. 200-223 organization to identify and attract potential employees (Barber, 1998). However, as
q Emerald Group Publishing Limited Barber (1998) noted, the recruitment process continues after the mere attraction of job
1751-1348
DOI 10.1108/JMH-06-2012-0046 candidates. Because candidates are able to self-select out of the hiring process when
they do not perceive a good fit with the organization, unattractive job offerings may Realistic job
not be accepted (Turban et al., 1993). The majority of the research into recruitment has previews
focused on what Saks (2005) described as the “3 R’s” – realistic job previews,
recruitment methods, and recruiter behaviors. Although researchers have begun to
look into other areas of the recruitment process (e.g. Boswell et al., 2003; Dineen et al.,
2007), realistic job preview continues to remain a central area of interest.
The purpose of this paper, then, is to examine the evolution of the processes that 201
organizations use to disseminate information to job candidates and the outcomes
associated with the work socialization process as well as realistic recruitment. In doing
so, we focus this paper on realistic job previews, the area of the recruitment literature
that has received the most interest from organizational scholars (Phillips, 1998). First,
we briefly discuss what realistic job previews are. Next, we review the expansive
literature and organize it in chronological order from its conception as a “realistic job
concept” in the 1950s to the current day. Then we pay special attention to the
psychological processes that underlie the effectiveness of realistic job previews, as well
as the mixed results that have been found, leading some scholars to question the value
of the previews. Finally, we use the synthesized review of the past and present
literature to offer suggestions for several future advances in both the theoretical and
practical use of realistic job previews.
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Corresponding author
M. Ronald Buckley can be contacted at: Mbuckley@ou.edu