What is a preview of a real work?

Real job preview refers to providing job seekers with comprehensive and true job and position information during the recruitment process. In the process of organizing recruitment, we should take realistic job preview as a recruitment idea, provide real job information in various forms at different stages of recruitment, pay attention to the individual differences of job seekers, and determine the best time to implement realistic job preview from the recruitment results.

Real job preview refers to providing job seekers with comprehensive and true job and position information during the recruitment process. Different from traditional recruitment skills and concepts, realistic job preview not only emphasizes positive information (such as promotion opportunities, good working environment, generous salary, etc.). ), but also emphasizes negative information (such as overtime, work challenges, etc. ). At the same time, candidates are also arranged to visit the organization in person to simulate the real work process, so that they can form a more real, comprehensive and comprehensive evaluation of the future enterprise and the work to be done. Therefore, realistic job preview is not only an early prevention mechanism to control employee turnover, but also an important means to reduce employee turnover rate.

Because this new recruitment technology pays attention to the matching and interaction between enterprises and employees at the same time, it embodies the ethical spirit in the organization. With the development of business ethics, it has been paid more and more attention in the modern recruitment process. In order to effectively implement realistic job preview in the recruitment process and improve the cost-effectiveness of recruitment, we need to pay attention to the following three aspects in specific recruitment activities:

First, provide real information in various forms at different stages of recruitment.

Preview of real work is not only a recruitment skill, but also a recruitment idea. Therefore, in the specific recruitment activities, we can not take the real job preview as a specific link, but as a process, which runs through the whole recruitment process, that is, providing accurate organizational information to candidates in various forms at different stages of recruitment.

1. In the recruitment advertisement, we should not only give some broad information such as the vacation policy and the overall characteristics of the company, but also provide more detailed and accurate information about the work and organization, including details such as the daily working environment, the promotion opportunities of employees, the degree of supervision over the work and the situation of relevant departments, so that candidates can make a more correct evaluation of their future career development.

2. Select front-line employees who really understand the position and middle-level personnel (department heads or managers) related to new employees' positions to enrich the recruiter team, so as to provide more valuable information when interviewing job seekers.

3. It can also help job seekers learn more about institutions and positions (such as training and career development). ) Through on-the-spot investigation or on-the-spot investigation in the workplace, the applicant's expectations can be further conformed to the actual work, thus helping employees to form a suitable psychological contract and reducing the employee turnover rate. In this way, the organization can effectively save the recruitment cost and shorten the recruitment time.

Second, pay attention to the individual differences of job seekers who accept real job previews.

Personal characteristics of job seekers, such as gender, age, personality, educational background, etc. , which may affect the preview effect of real works. The influence of work experience and qualifications is particularly prominent. Research shows that people with work experience can better grasp the information of real work preview. Candidates with work experience may have encountered similar negatives in the process of job hunting, so they have experienced setbacks. Then, they may exaggerate the negative information conveyed by the real work preview, and involuntarily produce avoidance intention. Therefore, such groups may react more negatively and refuse to work than those who have no such experience. It is also found that high-quality individuals give higher weight to negative information, especially when they think that the opportunity cost will arise from it, and they may choose the opposite direction and seek other jobs instead. In addition, the individual's personality characteristics also affect the individual's perception of the real job preview. For example, negative information may be more attractive to people who like challenges. At the same time, individuals with higher initial commitment can better understand and master the information of real job preview, thus having significantly lower turnover rate. Therefore, in the recruitment practice, we should pay attention to the individual differences of job seekers who accept the real job preview, and implement different strategies for different individuals, so as to effectively recruit suitable personnel.

Third, determine the best time and way to implement the preview in kind.

There are several effective methods to determine the actual work preview from the results:

1, the way to realize the preview of real works.

There are three main ways to implement real job preview: pamphlets, videos and conversations with on-the-job employees. Research shows that among the above three ways, talking with employees is a more effective way. This is because written presentation can save time and energy, but the effect is poor. Although the video demonstration method is vivid and intuitive, it is a one-way observation process and lacks necessary interaction. Talking with employees is a two-way interactive process, which can not only improve job seekers' attention and understanding of information, but also enhance the amount of personal information they carry, and this way of talking with employees is a reliable source of information for job seekers.

2, the implementation of real work preview time.

In the recruitment process, it is more appropriate to implement the real job preview in three time periods: when the organization first contacts the applicant, when the organization agrees to accept it but the applicant has not yet agreed, and after the applicant starts working. Generally speaking, people usually think that the implementation before employment will be better than the implementation after employment. However, the research shows that the best form and time of actual work preview depends on the results that enterprises attach importance to. For example, under normal circumstances, enterprises can provide oral real information before hiring to reduce employee turnover, but those enterprises that want to improve employee performance will also take realistic job preview as part of employee organization socialization after employees accept jobs.

3. Types of previews of real works.

Because expectation is the intermediary variable that the preview of real work plays a role, compared with employees with too high or too low expectations, the preview of real work has two forms: reduction and enhancement. The former highlights the problems and difficulties that may exist in the work and reduces the overly optimistic expectations of job seekers; The latter improves the pessimistic expectation of job seekers and reduces the negative impression of new roles. Research shows that moderate negative information can induce job seekers to make moderate self-choice and improve their ability to cope with work pressure. Therefore, the comprehensive use of the two forms is better, because job seekers have higher trust in the organization, higher organizational commitment and stronger job satisfaction.

Therefore, the organization's choice of when and how to implement it depends on the situation of the applicant group and the needs of the enterprise, and the best way and time to implement the realistic work preview should be selected from the interests and results that the enterprise values.