INTRODUCTION
The theory of organisations attempt in providing Realistic Job Previews (RJPs) has drawn extensive consideration for both educational scholars and practitioners concerned with human resource (HR) recruitment and selection. Organisations use RJPs before a candidate has accepted a job offer, it is used in order to provide job applicants information on both negative and positive aspects of the job (Breaugh 1983). For the rationale of this literature review, we uphold Schreurs’ and Syed’s (2011) explanation of RJP seeing that demonstrates the important position of recruitment practices in enhancing to achieve an organisation’s strategic objectives. This literature review aims to address this through the research conducted by various authors. This review will begin with emphasizing on the purposes of all the findings, subsequently, investigating the current theories in the literature on RJPs by communicating how they are conventionally treated as divergent proportions of the recruitment process. Following the methodological study, outcomes will be discussed, with explicit consideration of RJPs limitations and recommendation to expand on a more effective realistic recruitment processes.
PURPOSE
Considerable amount of research has been performed on the impact RJPs have on job applicants’ expectations, satisfaction and employee turnover. Schreurs and Syed (2011) show the importance of RJPs in the recruitment function. RJPs meet the expectations of job applicants (Breaugh 1983, p. 618) by producing a group of desirable applicants in order to improve their interest in the job and enhance the prospect that they will accept a job offer (Schreurs and Syed 2011). After exploring the perceptions of individuals, Richardson, McBey and McKenna (2008) supported the use of a more ‘holist and integrated’ RJP. Equally, Adeyemi-Bello and Mulvaney (1995) also maintained