Realistic Job Previews

Show candidates what the job involves and attract the right candidates to the right jobs

Tazio RPJs include:

  • 360 videos
  • Interactive routing
  • Dynamic content
  • Capture candidate details
  • Display matching roles

Realistic Job Previews Benefits

Realistic Job Previews (RJPs) are a fantastic way to give candidates an overview of a “ day in the life ” of a particular role, or your organisation more widely. Your realistic job preview should show both the good and bad aspects of the job. The objective is to provide candidates with an accurate picture of the role, allowing them to evaluate whether or not the job is right for them.

To get started, you could use a realistic job preview video . These can easily be added to your careers site and shared on social media. However, a Tazio realistic job preview is far more engaging and immersive .

  • Include 360 videos - allowing candidates to "look around"
  • Interactive routing - lets candidates discover "relevant" information
  • Dynamic content - display content based on candidate choices
  • Capture candidate details - enabling you to follow up with candidates
  • Display matching roles - encourage candidates to apply for suitable positions
  • What's more, they are mobile friendly and accessibility compliant

Give us a call on 02922 331 888 to talk to one of our team about creating your realistic job preview.

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When To Use A Realistic Job Preview

When candidates are also your customers

A realistic job preview is a great way to filter unsuitable candidates, without alienating them as customers. When a person decides for themselves that a role is not right for them, there is no negative feeling towards the company.

However, if a person applies for a role and is rejected, or worst still is just ignored, this can lead to significant bad feeling towards that company. One well known mobile phone provider found that over 25% of the candidates they rejected that where customers then cancelled their contracts with the company.

When you have a high attrition rate

This applies in particular when employees leave in the first 12 months. When candidates don't fully appreciate the true nature of a role they are likely to move on. A high attrition rate in the early months is a reliable indicator that candidates are applying for the wrong positions.

When you offer a broad range of roles

Many well-known companies will attract applications from candidates simply because they want to work for that "brand". If you have a wide range of roles available, a realistic job preview enables you to guide a candidate towards the right role for them.

Equally, candidates may not associate a role or career with your organisation. For example, a candidate may not think to apply to a supermarket for an Accountancy or IT role? Yet all major retailers have large finance and IT departments.

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