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In this weekly series, Todd Dewett, PhD, shares the tips respected and motivated managers use to improve rapport, navigate tricky situations, build better relationships, and drive the business forward. Each week, we'll release two tips ranging from avoiding the dreaded micromanagement to managing a multigenerational workforce, cultivating better listening skills, and developing an understanding of your organization's politics. Check back every Wednesday for more Management Tips.
This course qualifies for 5.25 Category A professional development units (PDUs) through lynda.com, PMI Registered Education Provider #4101.
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Sometimes when we're recruiting new employees, we wish to tell them all the things about our company and our team, that are positive. You know, the fun things, the accomplishments and of course, the perks. It's natural to avoid talking about our short comings or the less fun aspects of our workplace. Having said that, you're smart to be a little honest by giving them a realistic job preview. A realistic job preview refers to mechanisms used early in the selection process, designed to provide potential applicants with information on both positive and negative aspects of the job.
So they have a more complete picture. If there are long hours or the vacation policy is mediocre, or if people sometimes need to work on the weekends, tell them. It's not about being proud of the more difficult aspects of your workplace. It's about setting honest expectations. You want the new employee to enter the organization with their eyes wide open. Completely aware of all relevant job issues including pay, how many hours they must work, the organization's culture, stress levels and so on.
If you surprise them, that means mismatched expectations, which can lead to higher turnover for new hires. The more informed they are, the more likely they'll stick around. It's also true that when you get honest about the reality of the job and the company, some candidates will self select out of the process, in essence, saving you the trouble of later dealing with a disengaged employee. A realistic job preview, very often takes the form of candid comments, offered by employees with whom the candidate interacts during the recruiting process.
Companies also use videos or written testimonials from other employees. To be clear, you're not supposed to pile on, never ending amount of discouraging comments, any more than you're supposed to avoid talking about them completely. Remember, a little goes a long way. Research backs up the importance of realistic job reviews. Job survival rates often increase my 3 to 10%, that might sound like a small effect, but the larger the organization, the more this translates into lots of money. Similarly, good previews have been shown to increase the number of people who opt out of the process by 15% or more, again, saving you lots of headaches and dollars.
I know that sometimes your gut says, you should just tell someone the good stuff about working at your company. But now you know the truth, the more honest you are, the more likely you'll be hiring a committed, productive employee.
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