Guide for using the Realistic Job Preview video
Overview and context
Finding and keeping quality direct support professionals is one of the greatest challenges facing organizations that support people with disabilities. A strong marketing, recruitment, and selection strategy is the foundation of workforce stability. This should begin with clear, accurate job descriptions and creative, targeted messaging that highlights the value and meaning of direct support work. Strategic marketing elevates the DSP profession, reaches a broader and more diverse pool of candidates, and builds early interest among those most likely to succeed in these essential roles.
However, without a clear understanding of the job and its rewards, recruitment efforts can attract candidates who are not well-suited for the work, leading to dissatisfaction and turnover. Effective selection practices are critical.
Current data show that 41% of DSPs leave their jobs within the first six months, often because the reality of the work does not match their expectations. Early turnover is costly – averaging over $5,000 per lost employee – and destabilizes services for individuals with disabilities.
One of the most powerful tools to address this challenge is the use of realistic job previews (RJPs). By presenting an honest and balanced view of the job’s demands and rewards, RJPs help candidates make informed decisions about their fit for the role before accepting a position. An RJP also helps employers avoid hiring individuals who are not a good match, improves organizational stability, and signals honesty and transparency to candidates.
How and when to use the RJP
The RJP should be used early in the hiring process – ideally after an initial screening but before formal interviews. For example, once candidates pass a basic screen, you can ask them to watch the RJP video and reflect on whether they’re still interested in the job before moving forward to interviews with supervisors or people supported. This approach helps ensure that only candidates who are genuinely interested and well-informed continue in the process.
Remember that the RJP isn’t a recruitment tool. While the “Rewards” section emphasizes positive aspects of the job, the aim is to provide an honest, balanced perspective on what the work is truly like. To attract candidates initially, utilize the PSAs and marketing flyers specifically crafted for recruitment.
Ways to share the RJP
Disability provider organizations can link to or embed the RJP video on their careers webpage, where job seekers are already exploring opportunities. A brief introduction can explain that the video offers a firsthand look at the day-to-day realities of being a direct support professional:
This video features real direct support professionals from across Rhode Island working with people with intellectual and developmental disabilities. It shows both the rewards and challenges of the work and what you can expect to do on the job. Please watch carefully and consider whether this is a good fit for you. You may also have questions after watching and want to speak with someone at our organization to get more information before accepting a position.
A short FAQ section can further enrich the candidate’s understanding of the role and workplace culture.
The RJP can also be integrated into the application process. Some organizations require applicants to watch the video before applying, while others send it to candidates after they apply, encouraging them to view it before interviews. Watching the RJP helps ensure that candidates are informed and genuinely interested while reinforcing transparency from the start.
Another option is to show the video during interview – either in person or online – and follow it with a conversation. A supervisor or experienced DSP can help break down the video, answer questions, and offer personal insights. This real-time discussion allows both the candidate and employer to reflect on whether the role is a good fit.