Exploring Realistic Job Previews in the modern workplace : an employee perspective

Abstract

Purpose: This study aims to explore the perceptions of employees on Realistic Job Previews (RJPs) as a recruitment method relating to expectations, job satisfaction and retention. Motivation for the study: The modern workplace is an environment characterised by extreme competition for talented employees. As more skilled employees enter the workplace, organisations are expected to adapt an appropriate recruitment method, as organisational success is highly dependent on the acquisition of a talented workforce. Limited research has been conducted in the 21st century on the appropriateness of RJPs from an employee perspective. Therefore, this research could assist modern organisations in making informed decisions about rendering the most appropriate recruitment method. Research design, approach, and method: An interpretivist qualitative research strategy was used on a non-probability purposive sample of 10 employees from various organisations and sectors in South Africa. The sample consisted of employees with a higher education qualification as a minimum, aged between 21 and 50, and employed by any organisation utilising RJPs. Data was analysed rendering a coding methodology and with the utilisation of a systematic coding tool, namely Atlas.ti. Main findings: The participants seem to have positive perceptions of RJPs as it enabled them to have met expectations. The findings indicated that three intervening conditions influenced this, namely person-organisation fit, trust and honesty and preparedness. Furthermore, the participants seem to perceive RJPs positively as it leads to them having increased job satisfaction. It is evident from the findings that three intervening conditions had an impact on this, namely met expectations, preparedness as well as trust and honesty. Lastly, the participants seem to have positive perceptions of RJPs as it resulted in them having increased levels of retention. The increased levels of retention were influenced by three intervening conditions, namely met expectations, self-selection and quitting thoughts. Overall the results indicate that the participants appear to have overly positive perceptions of RJPs, and hence perceive it as an appropriate recruitment method. Practical implications: The findings of this study should alert modern organisations to the importance of employing the most appropriate recruitment method, as recruiting the wrong people can result in increased employee turnover and costs, low levels of morale, decreased performance and increased resignations. Contribution/value-add: This study makes a theoretical contribution to the existing gap in the literature regarding the appropriateness of RJPs as a recruitment method from an employee perspective regarding expectations, job satisfaction and retention. Furthermore, the study adds value in terms of equipping modern organisations to ensure that the most appropriate recruitment practices are implemented to attract and retain the best talent.