Your HR manager is concerned about the high level of turnover for an entry level position at your company. She shares with you that exit interviews reveal a few common themes contributing to this turnover. The first is that many former employees complain about having to work too many weekend shifts. Others were surprised by the amount of physical exertion required by the job, and others still found the job to be too boring to endure for a long time.

As a student of this class, you ask the HR manager a few follow-up questions and quickly deduce that the company is using flattering job previews. That is, the company glosses over the negative aspects of the job (e.g., working the weekends) and focuses only on the positive.

You are aware of the virtues surrounding the use of realistic job previews, and you mention this to the HR manager, who seems intrigued. Your manager, though, has several questions, and she shares with you some data she has collected for this position:

• Percentage of applicants dropping out during the selection process: 27.
• Average job performance: 2.7 (on a five-point scale, where 1 is poor and 5 is excellent).
• Acceptance rate for applicants with no prior job exposure: 69%.
• Average perceptions of job fit: 7.7 (on a ten-point scale, with higher numbers meaning better perceived fit).

Your manager wonders whether these numbers might change when using realistic versus flattering job previews. What would you recommend to the HR Manager in terms of crafting the job previews/job descriptions for aspiring entrants to the organization?