The Study of Realistic Job Previews for the Position of Recruiter in Poland: Qualitative Research Results

Tomasz Ingram, Alicja Siga


Purpose – The main aim of the paper is to test to what degree information supplied to the job candidate by means of internet advertisement are realistic in Polish reality.
Methodology – To achieve this aim, a study on 117 job advertisements for the position of recruiter, located on eleven job recruitment portals, was performed. 43 characteristic keywords were identified within each job ad. The next step involved comparing those results with the analysis of qualitative data gathered from three persons hired for the position of a recruiter at least two years ago. The data received from three recruiters were analyzed following Eisenhardt's (1989) suggestions and grounded theory approach.
Findings – Research results reveal that majority of tasks performed in the position of recruiter were placed within recruitment advertisement. The tasks that were not enclosed in recruitment ads and indicated by recruiters as important are as follows: HR processes modeling, taking care of company blog and holding employee meetings. Research results suggest that, despite the notion of realistic job previews (RJPs), in Polish conditions they do not necessarily lead to dissatisfaction from the job in the three analyzed cases.
Limitations – The main limitation of the paper is the restriction of realistic job previews to information regarding job duties and tasks of only one position – recruiter. The study signals RJP’s importance in Poland and we believe further research on the issue is necessary.


realistic job previews; recruitment; qualitative research results

Full Text:



Barksdale Jr., H.C., Bellenger, D.N., Boles, J.S. and Brashear, T.G. (2003), “The impact of realistic job previews and perceptions of training on sales force performance and continuance commitment: A longitudinal test”, Journal of Personal Selling & Sales Management, Vol. 23, No. 2, pp. 125–138.

Breaugh, J.A. and Billings, R.S. (1986), “The realistic job preview: Five key elements and their importance for research and practice”, Best Papers Proceedings... Annual Meeting of the Academy of Management, p. 240. DOI:

Breaugh, J.A. (1983), “Realistic job previews: A critical appraisal and future research directions”, Academy of Management Review, Vol. 8, No. 4, pp. 612–619. DOI:,

Breaugh, J.A. and Starke, M. (2000), “Research on employee recruitment: So many studies, so many remaining questions”, Journal of management, Vol. 26, No. 3, pp. 405–434. DOI:

Bret Becton, J., Matthews, M.C., Hartley, D.L. and Whitaker, D.H. (2009), “Using biodata to predict turnover, organizational commitment, and job performance in healthcare”, International Journal of Selection and Assessment, Vol. 17, No. 2, pp. 189–202. DOI:

Bretz, J., Robert D. and Judge, T.A. (1998), “Realistic job previews: A test of the adverse self-selection hypothesis”, Journal of Applied Psychology, Vol. 83, No. 2, pp. 330–337. DOI:

Buda, R. and Charnov, B.H. (2003), “Message processing in realistic recruitment practices”, Journal of Managerial Issues, Vol. 15, No. 3, pp. 302–316.

Cable, D.M. and Judge, T.A. (1997), “Interviewers’ perceptions of person–organization fit and organizational selection decisions”, Journal of Applied psychology, Vol. 82, No. 4, p. 546. DOI:

Costigan, R.D. (1996), “Effects of information processing on post realistic job preview perceptions”, Journal of Social Behavior & Personality, Vol. 11, No. 1, pp. 51–61.

Dugoni, B.L. and Ilgen, D.R. (1981), “Realistic job previews and the adjustment of new employees”, Academy of Management Journal, Vol. 24, No. 3, pp. 579–591. DOI:

Earnest, D.R., Allen, D.G. and Landis, R.S. (2011), “Mechanisms linking realistic job previews with turnover: A meta-analytic path analysis”, Personnel Psychology, Vol. 64, No. 4, pp. 865–897. DOI:

Edwards, J.R. (2008), “Person–environment fit in organizations: An assessment of theoretical progress”, The Academy of Management Annals, Vol. 2, No. 1, pp. 167–230. DOI:

Eisenhardt, K.M. (1989), “Building theories from case study research”, The Academy of Management Review, Vol. 14, No. 4, p. 532. DOI:,

Haden, S.S.P. (2012), “Realistic job previews and performance: The mediating influence of personal goals”, Journal of Management Research, Vol. 12, No. 3, pp. 163–178.

Kristof-Brown, A.L., Zimmerman, R.D. and Johnson, E.C. (2005), “Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit”, Personnel psychology, Vol. 58, No. 2, pp. 281–342. DOI:

Langhammer, K., Bernhard-Oettel, C. and Hellgren, J. (2012), “Individual determinants of behavioral intentions: What tells us that practitioners really want to change hiring strategies?”, International Journal of Selection and Assessment, Vol. 20, No. 4, pp. 453–463. DOI:

Meglino, B.M., Denisi, A.S. and Ravlin, E.C. (1993), “Effects of previous job exposure and subsequent job status on the functioning of a realistic job preview”, Personnel Psychology, Vol. 46, No. 4, p. 803. DOI:

Ordanini, A. and Silvestri, G. (2008), “Recruitment and selection services: Efficiency and competitive reasons in the outsourcing of HR practices”, The International Journal of Human Resource Management, Vol. 19, No. 2, pp. 372–391. DOI:

Parry, E. and Wilson, H. (2009), “Factors influencing the adoption of online recruitment”, Personnel Review, Vol. 38, No. 6, pp. 655–673. DOI:

Patterson, F., Ferguson, E. and Thomas, S. (2008), “Using job analysis to identify core and specific competences: implications for selection and recruitment”, Medical Education, Vol. 42, No. 12, pp. 1195–1204. DOI:

Phillips, J.M. (1998), “Effects of realistic job previews on multiple organizational outcomes: A meta-analysis”, Academy of Management Journal, Vol. 41, No. 6, pp. 673–690. DOI:

Popovich, P. and Wanous, J.P. (1982), “The realistic job preview as a persuasive communication”, Academy of Management Review, Vol. 7, No. 4, pp. 570–578. DOI:,

Reilly, R.R., Brown, B., Blood, M.R. and Malatesta, C.Z. (1981), “The effects of realistic previews: A study and discussion of the literature”, Personnel Psychology, Vol. 34, No. 4, pp. 823–834. DOI:

Richardson, J., McBey, K. and McKenna, S. (2008), “Integrating realistic job previews and realistic living conditions previews: Realistic recruitment for internationally mobile knowledge workers”, Personnel Review, Vol. 37, No. 5, pp. 490–508. DOI:

Rynes, S.L. and Barber, A.E. (1990), “Applicant attraction strategies: An organizational perspective”, Academy of Management Review, Vol. 15, No. 2, pp. 286–310. DOI:,

Suszko, M.K. and Breaugh, J.A. (1986), “The effects of realistic job previews on applicant self-selection and employee turnover, satisfaction, and coping ability”, Journal of Management, Vol. 12, No. 4, p. 513. DOI:

Vandenberg, R.J. and Scarpello, V. (1990), “The matching model: An examination of the processes underlying realistic job previews”, Journal of Applied Psychology, Vol. 75, No. 1, p. 60. DOI:

Wheeler, A.R., Harris, K.J. and Harvey, P. (2010), “Moderating and mediating the HRM effectiveness–intent to turnover relationship: The roles of supervisors and job embeddedness”, Journal of Managerial Issues, Vol. 22, No. 2.

Data publikacji: 2015-08-10 11:19:06
Data złożenia artykułu: 2015-08-10 11:10:59


  • There are currently no refbacks.

Copyright (c) 2015 Tomasz Ingram, Alicja Siga

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.