Is it correct to emphasize the positive in hiring employees?


Regardless of labor-market conditions, managers who treat the recruiting and hiring of candidates as if the applicants must be sold on the job and exposed to only positive aspects set themselves up to have a workforce that is dissatisfied and prone to high turnover.

Every applicant acquires, during the selection process, a set of expectations about the organization and about the specific job he or she hopes to be offered. When the information an applicant receives is excessively inflated, a number of things happen that have potentially negative effects on the organization. First, mismatched applicants who will probably become dissatisfied with the job and soon quit are less likely to select themselves out of the search process. Second, the absence of negative information builds unrealistic expectations. And thee unrealistic expectations often lead to premature resignations. Third, new hires are prone to become disillusioned and les committed to the organization when they come face-to-face with the negatives in the job. Employees who feel they were tricked or misled during the hiring process are unlikely to be satisfied workers.

To increase job satisfaction among employees and reduce turnover, applicants should be given a realistic job preview—provided both unfavorable and favorable information –before an offer is made. For example, in addition to positive comments, the candidate might be told that there are limited opportunities to talk with coworkers during the work hours, or that erratic fluctuations in workloads create considerable stress on employees during rush periods.

Research indicates that applicants who have been given a realistic job preview hold lower and more realistic expectations about the job they’ll be doing and are better prepared for coping with the job and its frustrating elements. The result is fewer unexpected resignations by new employees. Remember that retaining qualified people is as critical as hiring them in the first place. Presenting only the positive aspects of a job to a recruit may initially entice him or her to join the organization, but it may be a marriage that both parties will quickly regret.