IT is natural that new employees should hold high expectations of their job, especially if they are entering the world of work for the first time.

Their expectations include an image of the physical surroundings of the new place of work and the people with whom they will interact. They also have expectations of the nature of the job and salary.

When an individual begins a new job, he expects to develop a sense of confidence, and learn how to get along with others and accept responsibility. He also expects to gain insight into his talents, needs and values as it relates to career goals.

Unfortunately, many new employees are disappointed. They experience ‘reality shock’, which refers to what occurs when a new employee’s high expectations confront the reality of a boring, unchallenging job (Dessler, G. 2000).

So how can human resource practitioners help to prevent reality shock? Some suggestions follow.

. Develop an accurate job profile

To do this, HR practitioners should liaise with the manager and supervisor to critically analyse the skills and competencies required for the job.

. Do not over state requirements

Recruitment advertisements should closely reflect the needs of the work to be performed, as well as the nature of the job, the qualifications, skills and competencies. These should be a good reflection of what is required.

. Select the ‘best fit’ for the job

HR practitioners should not rely solely on the traditional methods of interviewing. Other selection tools, such as psychometric testing and reference checks, should be used to complement the interview.

. Be realistic

Interviewers should be realistic about the nature of the job, the skills and competencies required, the rewards and opportunities such as those for promotion and further studies.

. Educate prospective employees

Tell the prospective employee about your organisation’s culture and discuss some of the successes as well as the challenges. Interviewers some times over state the job offerings, and in so doing create a false impression.

The prospective employee therefore comes into the organisation with expectations that will never be fulfilled. When this happens, he experiences reality shock.

. Facilitate proper orientation

HR practitioners should plan and organise the orientation of new employees, allowing them the opportunity to meet some of the people with whom they will work at the organisation.

The HR practitioner must also ensure the job is challenging so that the new employee, full of energy and expectations, will not find the job boring and undemanding. Supervisors who are high-performing may serve as mentors and should, ideally, be chosen for new employees during this critical exploratory period.

They should also help supervisors to work with the new employee to develop a potential career path. This will include discussions on the nature of the future opportunities for the new employee and how this can be actualised.

In addition, they should provide feedback based on performance appraisal. This should be centered around actual performance, as well as in keeping with the individual’s career objective.

HR practitioners need also to assist new employees to realise their career objectives of which many new employees are uncertain. Instead of remaining in one position, the organisation could develop a system of job rotation.

This will help new employees to crystalise their career objective since they get the opportunity to try out a variety of jobs. This is an exciting and career decision-making time for them.

The organisation also benefits since in the long run they will have employees who are multi-skilled, motivated and well-aligned to helping the organisation meet its major objectives.

Reality shock can be avoided, but HR practitioners must be conscious of it. They must also be aware of its causes and effects, and develop strategies to prevent them.

Merrit Henry is career counsellor and students services manager at the Placement and Career Services Unit, UWI, Mona. She may be contacted at merrit.henry@uwimona.edu.jm.

Join us next week for information on how career counsellors can help prospective graduates avoid reality shock.