Realistic job previews (RJPs): What they are and how to perfect yours

Hiring disappointment is real – for both employers and employees. 35% of employee turnover occurs within 12 months, and 37% of that happens within just 90 days.

This startling statistic highlights a common pitfall in recruitment – mismatched job expectations. To avoid this, HR specialists use realistic job previews (RJPs), which provide a strategic advantage in creating a transparent hiring process that not only attracts but also retains top talent. 

Below, we dive into how RJPs can visibly improve your recruitment efforts, reduce turnover, align candidates with role demands, and build stronger, more committed teams.

Key takeaways

• Say goodbye to mismatched hires: Realistic job previews (RJPs) are your secret weapon for reducing turnover by aligning candidate expectations with the realities of the role. Use them to build transparent, thriving teams that stick.

• Multiple formats, infinite potential: From immersive virtual reality experiences to situational judgment tests and dynamic video previews, RJPs cater to every hiring need – ensuring candidates truly understand your company and culture.

• Seven steps to recruitment success: Create RJPs that resonate by combining compelling job descriptions, standout assessments, and transparent company values. Refine continuously with feedback to stay ahead of the curve.

• Revolutionize hiring with TestGorilla: Integrate RJPs with TestGorilla’s powerful pre-employment assessments. From real-time insights to reliable role-specific tests, we simplify hiring so you can focus on building high-performing, engaged teams.

What is a realistic job preview (RJP)?

An RJP is a recruitment tool whereby a company gives candidates insight into an open role, showing them the reality of a position before they start working for real. An RJP can take several forms, which we’ll cover below.

RJPs let candidates see beyond attractive job descriptions (JDs) and acknowledge the responsibilities and realities of the positions for which they’re applying. They demonstrate what a typical working day looks like and usually include the daily duties of the open role, insight into company values, and how things work.

What’s included in an RJP?

To give candidates a clear and realistic perspective, a robust RJP often includes the following:

• Daily responsibilities: A breakdown of routine tasks, deliverables, and key priorities candidates handle in the role.

• Workplace culture: Insights into team dynamics, company values, and expectations for collaboration or autonomy.

• Job requirements: Necessary skills, tools, and any expected certifications or training.

• Work conditions: Key info on hours, shifts, travel requirements, or any physically demanding aspects.

• Opportunities for growth: A transparent view of advancement pathways and learning opportunities.

• Challenges and realities: Honest disclosure of potential stressors, deadlines, or high-pressure periods tied to the role.

Although RJPs can help recruiters source and tap into top talent for their business, few companies use them. This is all the more reason to take advantage of RJPs now and outshine your competitors.

3 reasons why RJPs are non-negotiable for your business

Here are three great reasons to implement RJPs in your hiring process:

1. Culture boost: RJPs ensure you find candidates that either fit – or add – to company culture and gel with your business’s working conditions.

2. Retention: Candidates who apply or accept a job offer post-job preview are more likely to commit to the long haul – and help your company thrive and flourish.

3. Candidate experience: Candidates gain real-time insight into what the job looks like from inside the company, enabling them to make better and more informed decisions that benefit everyone.

Top 8 forms of RJPs

RJPs can take many shapes, and each format serves a unique purpose. Here’s your cheat sheet for picking the perfect preview:

1. Written job previews: Brochures, guides, and job summaries that go beyond buzzwords to deliver clarity

Using media – like PowerPoint presentations, brochures, and online pieces – is one way to incorporate written job previews into your recruitment. RJPs in written form are both generally accessible and low in cost.

An extremely basic but effective approach could involve deploying written RJPs with a simple text summary to explain to candidates what working with the company looks like from the inside.

2. Situational judgment tests: Instant insight into job fit

Situational judgment tests are a great way to create a realistic picture of what working with your company looks like. These assessments use questions that present plausible role-specific scenarios, which enable the candidate to gauge the ins and outs of the job and for you to assess their reactions. For instance:

Customer service scenario: A frustrated customer is upset about a delayed delivery and demands a refund. How would you handle the situation?

Response options: a) Apologize, offer a refund immediately, and end the call. b) Explain the delay, provide a partial refund, and assure them of quicker service in the future. c) Offer an apology, escalate the issue to your manager, and follow up with the customer.

Software developer scenario: You are part of a team working on a tight deadline for a product launch. A colleague’s code integration is causing system errors, delaying progress. What would you do?

Response options: a) Inform your manager about the delay and let them handle it. b) Collaborate with the colleague to troubleshoot the errors, even if it takes extra time. c) Work on a temporary solution to bypass the error while ensuring you meet the deadline.

3. Video previews: Bring roles to life with dynamic, behind-the-scenes visuals

When it comes to creating a real connection with candidates, nothing beats a video preview. Sure, they might cost more than brochures or assessments, but the payoff is huge! Video previews immerse candidates in the day-to-day reality of the role, helping them envision themselves as part of the team.

To make it engaging, consider including:

• Interviews with current employees: Let your star players share their experiences. They’re the real experts in the job, and their insights will give candidates a true feel for the role.

• Day-to-day duties: Show exactly what a typical day looks like – no surprises! From meetings to tasks, let candidates experience the rhythm of the job.

• A tour of the workplace: Virtual walk-throughs of the office or job site make it easier to imagine stepping into the role. Show where they'll work, interact, and collaborate.

• Company culture and rules: Highlight the vibe of your team – are they fun, creative, and flexible? And don’t forget the essential “rules” that help keep everything running smoothly (like work hours, dress code, and communication style).

4. Virtual reality (VR): Bold, innovative immersions that catapult candidates into their potential futures

VR goes beyond using video clips to show candidates the demands of working at an organization. It provides a more immersive way of introducing them to the business ethics and culture of the company.

Although VR is a new form of realistic job preview, it has enormous potential. It gives candidates a virtual job experience, allowing them almost to feel what it’s like to be on the job. This could be especially important for tech-heavy, future-focused companies relying on VR.

5. Interviews: Use situational questions and company culture discussions 

During a job interview, incorporate situational questions to help view how candidates would fit into your organization. These questions follow the lines of: 

• “Tell me about a time when…” 

• “Describe a situation where…” 

• “What would you do if…” 

Situational questions and culture discussions give candidates a clear understanding of their potential role, how they’d interact within your team, and whether your values resonate with theirs – bringing expectations and reality closer together.

Interviews also give you the opportunity to inform candidates of your company structure, ethics, and culture so they can decide if they align with your practices. 

6. Social media previews: Reach candidates where they are

Social media platforms like LinkedIn, Instagram, and TikTok are powerful tools to showcase company culture and job realities. Short, engaging content – like day-in-the-life videos, behind-the-scenes photos, or team highlights – gives candidates an authentic view of what it’s like to work at your company.

Social media content is cost-effective, widely accessible, and offers real-time engagement with potential candidates. If you’re a tech startup, post Instagram stories featuring a team brainstorming session. If you’re running a restaurant, share a TikTok video of your kitchen during peak hours.

7. Employee testimonials: Real voices, real impact

Hearing directly from employees adds a personal and trustworthy touch to RJPs. Testimonials can take the form of short video clips, blog posts, and even Q&A sessions.

Quite simply, candidates value authenticity, and real stories build trust. Testimonials also help highlight different employee perspectives, which can be great for inclusivity and diversity.

8. Gamified job previews: Fun, interactive, and memorable

If you want to get really inventive, turn your RJP into a gamified experience where candidates solve real-world challenges related to the job. You can host these challenges on different platforms with competitive or exploratory formats that simulate role responsibilities while keeping engagement high.

Gamification showcases role complexity while offering candidates an engaging, rewarding experience. If you’re a marketing agency, you could create a game where candidates develop a mock campaign with a limited budget to mimic real-world scenarios.

How to create a realistic job preview in 7 easy steps

Creating the perfect RJP requires striking a balance between showing candidates the benefits, duties, and realities of a role. Without guidance, this can be tricky. 

But don’t worry. We’ve compiled a step-by-step guide to creating a realistic job preview for your company, which you can find below:

1. Write job descriptions that wow

Forget vague and generic. Craft job descriptions (JDs) that are compelling, clear, and detailed. Paint a picture of what success looks like.

JDs attract candidates to the open role, but solid descriptions also serve as the basis of your RJP. The more accurate and well-written a JD is, the more likely candidates will get real insight into what the job actually involves, which means you’ll attract candidates who know what they really want. Expect more alignment as a result. 

2. Outline what candidates can earn

Show them the money – and the magic. Once you’ve outlined the role’s responsibilities, it’s time to spark excitement by showcasing what’s in it for them. 

Transparency about earnings and perks ensures top talent buy-in before they’ve taken the role. Here’s how to do that:

• Base salary: Share a clear and competitive salary range upfront. Candidates want to know their worth, and a fair number shows you’re serious about valuing their skills.

• Bonuses and incentives: Performance-based bonuses, commissions, or profit-sharing? Lay it all out. It’s not just numbers – it’s motivation in action.

• Growth opportunities: Development budgets, mentorship programs, and promotions. Let candidates see that joining your company is the first step on an upward trajectory.

• Flexibility: Remote work options, flexible hours, and generous time off – because work-life balance isn’t just a perk; it’s a priority.

• Culture worth bragging about: Show off your mission, values, and team vibe. Candidates don’t just want a job; they want a place where they belong.

By making the tangible and intangible rewards crystal clear, you’re not just attracting candidates – you’re inspiring them to envision a future with your company. That’s a win-win!

3. Involve your employees

Whatever the job, new employees will be dealing with other employees. So, introduce them to each other during the RJP! This could take the form of a company or team meet-and-greet during the working day.

It’s also the perfect time to demonstrate how inclusive your company is and help the strongest candidates settle in before they’ve even taken the job. It may also help encourage them to accept an offer if you’re already keen to hire them.

4. Showcase what makes your company unique

From company values to culture, let candidates see why your workplace stands out. This will help them better gauge the company atmosphere before they begin working with you. 

Here’s how to show off what makes your company one-of-a-kind:

• "We’re not just colleagues; we’re a community. Our Friday brainstorming sessions are legendary – think creative chaos, donuts, and breakthrough ideas!"

• "Innovation isn’t a buzzword; it’s our heartbeat. From hackathons to ‘big idea’ pitch days, we empower employees to dream big and make it happen."

• "Diversity fuels our success. With team members from 20+ countries, we celebrate differences and create together – one shared vision, endless perspectives."

• "We walk the talk on work-life balance. Whether it’s remote-first policies or quarterly wellness days, we believe happy employees make thriving teams."

5. Add an effective assessment

Incorporate relevant pre-employment assessments – like situational judgment or role-specific tests – as an excellent way to give candidates a realistic picture of what the job entails. 

With TestGorilla, you can mix and match tests to make a custom assessment specific to your role – great for transparency between you and the candidate. Plus, the results will tell you if the candidate is a good fit for the role, which is just as important as the role fitting the candidate.

6. Include your company’s plans for development

Talk about plans for growth to make your candidates feel like they’ll play a part in your organization’s future. Even if they don’t accept a job offer, a sense of your company’s mission will do wonders for its reputation in the long run because good word-of-mouth spreads quickly. 

Communicating a clear vision also boosts the candidate experience. It shows them how they’ll grow alongside your company and inspires confidence in their potential impact. Candidates can also compare their goals with your company’s to find out if they match and if they can add to your culture (rather than just fit in).

7. Close the loop with feedback

Use feedback from past hires to refine your RJP process. Continuous improvement ensures your recruitment strategy stays top-notch. 

Solicit input through post-hire surveys or one-on-one check-ins to understand how well your RJPs align with the realities of the role. Identify gaps or surprises candidates face and adjust your previews to address them. 

A well-rounded feedback loop pays dividends on your RJPs. It shows you’re committed to creating a positive candidate experience and a transparent, employee-focused culture.

How to handle the “cons” of the job in RJPs

Effective RJPs highlight the pros and cons. Here’s how to approach building them into your RJP:

• Identify potential cons: Highlight tight deadlines, repetitive tasks, or irregular hours if they’re a feature of the role.

• Frame with context: Don’t shy away from the challenges, but show how they’re balanced with the upsides. For instance, if hours are long, mention support systems like flexible work options, team collaboration, or training programs.

• Be transparent yet optimistic: Candidates appreciate honesty. Rather than hitting them with “You’ll work overtime,” say, “During peak periods, overtime may be needed, but we offer fair compensation and prioritize work-life balance whenever we can.”

• Highlight solutions: Tasks and conditions might seem daunting, so share how your company supports employees. Try this: “The role involves a lot of high-pressure problem-solving, but we offer ongoing training and peer mentorship to help you succeed.”

Providing a balanced view of the role establishes trust with candidates and ensures they’re not only prepared for the job but feel valued at the crucial time they decide to join you. RJPs that incorporate realistic pros and cons lay the foundation for long-term employee satisfaction and retention.

Transform your recruitment with TestGorilla

Hiring success starts with alignment, and RJPs are the key to bridging the gap between expectations and reality. They help reduce turnover, align candidates with job demands, and build thriving teams transparently and effectively.

With TestGorilla’s test library of over 400+ tests, bringing RJPs into your recruitment strategy has never been easier. 

Our pre-employment tests – from situational judgment scenarios to role-specific assessments – provide candidates with a crystal-clear view of your open roles while offering data-driven insights into their fit. Say goodbye to mismatched hires and hello to confident, informed recruitment decisions.

Ready to revolutionize your hiring process? Take a quick product tour, book a demo, or sign up for a free account and start building teams that stick.

FAQs

What does an RJP offer recruiting teams?

An RJP doesn’t sugarcoat the job and aims to show both pros and cons to help candidates gain real insight into a typical day of work, as well as what skills they’ll need. This should, in turn, decrease recruiters’ time to hire and investment in candidates who may not be the best fit for the job.

How is an RJP best conducted?

Deliver your RJP with impact. Use a mix of engaging formats – like live team introductions, virtual tours, or immersive assessments – and present them at the right time in the hiring process. Be upfront, interactive, and authentic, ensuring candidates walk away with a clear, honest snapshot of the role and your culture.

What 3 variables impact RJPs?

Timing, format, and degree of negative information presented. Timing is about the stage of the hiring process at which the RJP is administered. The format is how the RJP is presented, such as via brochures, videos, VR, or even gamified challenges. Finally, giving candidates both positive and negative data helps them determine if they align with the role.