By Donna Gray, Consultant, Employment Technologies
One of the most costly risks in hiring is early turnover, when new employees leave within days or weeks because the job is different from what they expected.
It’s a frustrating and expensive problem for organizations of all sizes: hiring a seemingly great candidate, only to watch them walk away shortly after starting.
That’s where a Realistic Job Preview (RJP) becomes a powerful tool. By giving candidates a clear, candid look at the role, RJPs empower smarter career decisions, reduce early departures, and strengthen your employer brand.
In this article, we explore what RJPs are, why they matter, and how to use them effectively in your hiring process.
According to the U.S. Office of Personnel Management (OPM), “A Realistic Job Preview (RJP) is a recruiting tool used to communicate both the good and bad aspects of a job.” RJPs are designed to give candidates an accurate, balanced view of a job’s day-to-day realities. Unlike traditional job postings that often emphasize only the positives, an RJP presents both the rewards and challenges. This transparency helps candidates self-assess whether the role aligns with their skills, goals, and personal values.
RJPs can take many forms, including:
Offering a realistic preview helps set clear expectations and reduce surprises, leading to better-informed candidates and stronger hiring outcomes.
Implementing RJPs offers several advantages:
Candidates that are knowledgeable about your organization and the target job are more likely to make a smooth transition to the role and less likely to leave prematurely.
Transparent communication about the job, presenting both the positives and negatives, helps candidates know what to expect and then decide if the job is right for them.
RJPS help you present a clear and consistent message about your company, sharing your organization’s story, building trust, and reinforcing a positive brand image.
Candidates who self-select out of the hiring process based on the RJP help reduce hiring mistakes and allow you to focus on engaged, well-qualified applicants.
Developing an RJP requires input from supervisors, managers, and employees, fostering a shared understanding of role expectations and organizational culture.
An RJP should include these key aspects:
The best RJPs balance honesty with optimism. RJPs should reveal challenges to reduce surprises, while highlighting support systems and rewards.
When incorporating RJPs into your recruiting or hiring process, these are important tips to consider:
Provide a preview before candidates are asked to invest their time in completing assessments or interviews.
Pair RJPs with other screening tools and assessments for a comprehensive strategy.
Ensure all candidates receive the same RJP information to ensure consistency and fairness.
Use input from candidates and hiring managers to refine your RJP over time.
Effective use of RJPs creates a more transparent and efficient hiring process, helping candidates build realistic expectations about the work and make informed decisions. RJPs also help employers by improving engagement and reducing early turnover.
While there are a variety of RJP formats and approaches, the creation of an effective RJP typically includes these steps.
Begin by focusing on a specific job or job family. Identify the essential duties, expectations, work environment, challenges, and rewards of the position.
Review existing materials such as job descriptions. Collect input from current employees, supervisors, and HR to understand real experiences and common misconceptions.
Select a format that fits the role and hiring needs. Videos or interactive media are ideal for high-volume roles, while written summaries may suit niche or frequently changing positions.
Develop clear, engaging, and accurate content that reflects the true nature of the job and company culture. Present both the rewards and challenges for a balanced, authentic picture.
Standardize the RJP content so all candidates for the same role receive the same information, promoting fairness and legal defensibility.
Determine the best point in the process to present the RJP to support your hiring strategy. Ideally, RJPs should be introduced early to help set clear expectations from the start.
Periodically evaluate and revise the RJP to ensure it remains accurate and aligned with any job or organizational changes.
While the steps for creating a Realistic Job Preview (RJP) may appear straightforward, developing a polished, professional preview that truly reflects an organization’s brand often requires time and resources that may be focused elsewhere.
That’s where Employment Technologies (ETC) can help. Whether you need a simple written overview or an immersive multimedia RJP experience, our team can help design a compelling preview that captures your unique story, attracts top candidates who align with your vision and values, and sets your company apart from the competition.
– Employment Recruitment Officer
A Realistic Job Preview is an essential tool for modern hiring, providing transparency and clarity for both candidates and employers. RJPs reduce early turnover, improve engagement, and strengthen your employer brand by setting accurate expectations.
If you’re ready to get started – or simply want to learn more – our consulting team is here to help. Call us at 888.332.0648 or click here to request a demo of our RJP solutions.
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