The Current Situation
With unemployment reaching close to double digits there are many qualified people pounding the pavement looking for a job. As of April there were 2.5 million job openings in the U.S.; the lowest number since 2000. As employers we should be happy, right? After all we now get the pick of the lot. The only problem is we can’t keep up with the number of possible candidates. Our mailrooms are full and on-line resumes are clogging our systems.
What to do
Our technology can only do so much. We can screen out resumes based on key words and even more sophisticated techniques. However, more candidates will get through these gates now than they did before because:
- There are more candidates
- The candidates are more qualified
How to pare down
Use a Realistic Job Preview (RJP). A Realistic Job Preview is designed to assist a candidate in determining whether they are indeed a good fit with this role or the company. RJP’s provide a total view of a particular job, including a balanced picture of the advantages and potential disadvantages of the job. When designed well, the RJP involves the candidate in the selection process and places shared responsibility in making a productive hiring decision. The idea is that the job candidate, provided with the time, opportunity, and information, can in many cases better decide his or her own appropriateness for the job. This process increases the chance for success and reduces voluntary turnover.
It is important for you to know that this is not a test. The answers candidates provide are never shared with the company and do not determine whether or not a candidate gets a job. A Realistic Job Preview is an instrument/tool meant to provide candidates with a chance to be a part of the selection process. It demonstrates how important it is to the employer that the candidate makes the best decision for themselves that they can. It is for this reason candidates are given time and space to reflect on what they learn about the role and the organization. They are usually encouraged to think through the questions and answer honestly and candidly. After they have finished with the Realistic Job Preview, the candidate will determine if they want to continue with the selection process.
Realistic Job Previews come in many forms. RJPS can be administered via:
The key is to be consistency in the manner in which it is administered and space for a candidate to make reflect without pressure to perform. RJP’s have been known to screen out up to 15%-50% of candidates and increase job survival rates by up to 10%.
How have you involved candidates in the selection process?