What is a Realistic Job Preview?

A Realistic Job Preview (RJP) is an assessment tool used for pre-hiring processes. Potential candidates are presented with typical on-the-job scenarios and asked: What would you do in this situation?

Feedback is provided immediately, and tailored to the response given by the person. The potential applicants not only learn about the day-to-day challenges and tasks of the role, but also find out if there is a good fit between the job and what they want to do. Those interested will be more motivated to apply - and you will have started to engage with them early on in the recruitment process.

The key benefits of realistic job previews

  1. Engage with potential applicants early in the recruitment process creates a positive impression
  2. RJPs encourage applicants to make an informed choice, i.e. they ‘self-select’ whether or not they should apply for the role
  3. Candidates will join the organisation with the right expectations
  4. The culture of your organisation can be showcased
  5. The reality of the job roles will be highlighted
  6. RJPs reinforce your employer brand

Clients who use Realistic Job Previews by cut-e

Why implement a Realistic Job Preview?

Recruitment and hiring is becoming more candidate-centric. It matters to applicants where they work and what the culture is like.

A Realistic Job Preview has several tangible benefits:

  • It offers potential applicants the opportunity to gain a quick insight into life within a job role or sector so they can make an informed choice whether to go further or to apply. If this is the case, you know your applicants will have a realistic expectation of the job and are likely to have a better fit with the company.
  • It influences retention (Barrick & Zimmerman): applicants who have a better understanding of a job tend to stay longer.
  • It saves time and resources for both you and the applicant: it allows large volumes of candidates to self-assess and decide whether to apply. Case studies show that use of Realistic Job Previews increases the number of more suitable applicants.
  • It improves the candidate experience: in many businesses every potential applicant is also a potential customer. A positive and fun interaction leaves a great impression of your company.

Developing a Realistic Job Preview with cut-e

Developing a Realistic Job Preview requires close working between the assessment designer and the organisation. It takes skills and expertise to capture what makes the job and culture unique and appealing to the right people - and to then turn that into a fun and engaging set of questions with immediate and honest feedback. 

Step 1 - Complete job analysis: We help you identify what matters in the job and what characteristics make for success. We do this by working with current job holders, interviewing managers about performance ratings, and talking with other stakeholders to ultimately define what scenarios are typical and the behaviours and skills required.

Step 2 - Develop the items: Using the information and scenarios developed during the job analysis, we design, test, amend and retest the question items so that they are realistic for your industry. 

Step 3 - Trial the Realistic Job Preview amongst those in your organisation and industry: Gaining acceptance is achieved by capturing reality. Reality testing is done by those who know best. 

Step 4 - Develop the RJP player: The technology supporting the content needs to be state-of-the-art, mobile-ready and fair. Of course, your brand is reflected in the look and feel of the screens themselves, using your language, images and logo. cut-e has a wealth of experience and expertise in making it happen within set time frames. 

Step 5 - Go live with RJP linked to your microsite: Interfacing our technology with your web and HR systems is one of our areas of speciality. Check out our technical integration expertise

Step 6 - Let cut-e host and maintain the RJP: you want to be sure that your RJP is online and accessible at all times for your potential applicants, and is updated as technology evolves. We take care of all this for you.

Development process and timeline

easyJet: Use of RJPs to promote a positive UX

The easyJet RJP was developed with several objectives: 

  • to promote the easyJet brand
  • to provide an attractive and controlled candidate experience and 
  • to manage applications

easyJet wanted to create a positive candidate experience for all those taking part and so includes immediate feedback on the answers chosen as well as information about life in the job. It is an important consideration as everyone looking at the RJP is a potential customer. By providing honest insights into the life of cabin crew and the daily challenges, easyJet is able to manage a high volume of applications. During a specific period 66,259 people completed the RJP and easyJet received 25,931 applications - from applicants knowing what the role entailed and motivated to do the job on offer. 

du: Getting across company's philosophy and culture 

du is a highly multinational company, based in Dubai, and values and celebrates the diversity of its employees. To communicate and articulate this position, du decided to use RJP in HR marketing. Completing the 7 tasks that make up the test, the candidate gets a feeling for the du values and philosophy. The interactive test allows the company to address various benefits future employees can expect. Together with cut-e, du developed a test format that showcases the positive approach of the company and presents this in a way which is designed to be viral and also promotes Dubai as an economic centre. 

flydubai: Granting insight into daily work routine

flydubai uses the RJP as a quiz for those interested in becoming a cabin crew member. The quiz is designed for quick access and help candidates to work out whether flydubai is right for them by giving an insight into what it's like to work as a member of cabin crew.

The RJP provides an insight designed to:

  • promote the role of cabin crew and show the variety of tasks the job entails.
  • fit well and appeal to the needs of the next generation.
  • engage with potential employees early on.  

Sunglass Hut: Key drivers to use RJP

The key drivers for Sunglass Hut to design and implement RJP were to: 

  • Promote the Sunglass Hut story and experience
  • Align expectations of the job with the reality
  • Manage volume of applicants and candidate experience

A Realistic Job Preview was designed and incorporated into the Sunglass Hut careers portal to help potential applicants decide whether they wished to proceed through the application process and ultimately work for Sunglass Hut. Feedback is provided as the person progresses through the scenarios and if potential applicants are getting good feedback, they receive positive messages and are encouraged to apply; if they’re not getting good feedback, they may reconsider their application to Sunglass Hut.


Sunglass Hut about cut-e

“We want applicants who buy into our approach to sales and work and live our brand, so it’s important for candidates to experience that early on.”

Mr Scott Schroeder, Director for Talent Acquisition at Luxottica Retail Australia

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