The recruitment process usually takes place in the sterile conditions of the conference room, with a list of questions and a smile to the command. Meanwhile, the Japanese network of luxury Ryokans – traditional hotels based on Japanese hospitality – decided to reverse this order. The Nazuna company introduced the “Stay First, Interview Later” model, in which the candidates first spend the night at the hotel, experiencing the level of service, which is expected from future employees.
The Japanese labor market is aimed at staff challenges. In 2023, employees' rotation in the Japanese accommodation and catering services sector was as much as 26.6 percent, significantly exceeding the national average, which persists at 15.4 percent.
“With the increase in foreign tourism and opening new facilities, the hotel industry is in the face of a significant deficiency of talent,” explains Ryuichi Watanabe, the CEO of Nazuna network. The problem is complex: candidates often do not understand the specifics of work in a luxury hotel, and standard interviews do not reflect the reality of everyday challenges.
Realistic Job Preview in the immersion version
The Nazuna network initiative is based on the theory of Realistic Job Preview (RJP), i.e. a realistic acquaintance of the candidate with working conditions before employment. The candidate does not immediately go to the interview, but first he is invited to accommodation – as a guest. Only then does he meet with the team and recruiters.
In the service industries, this method can give the candidate an additional perspective – as a customer he can see what works well and what can be improved. However, the preview of work does not have to take the form of immersion experience, as in Nazuna hotels. Even simpler forms – like movies, walking around the office or meeting with the future team – can significantly affect the accuracy of the decision on both sides.
– The Realistic Job Preview is used more and more often, although in Poland still rather points than systemically – says Maja Gojtowska, HR expert and blog author. -Over the years, in my HR practice, I have encountered various forms of this approach-from trial days used in softwarehouse, to recruitment workshops or case studies with a team that is to show organizational culture and daily challenges.
The expert believes that this can be an effective strategy, if she is well thought out and remains authentic. In her opinion, candidates are increasingly expecting transparency and want to know what they are involved.
What makes up an effective work picture?
The Realistic Job Preview itself is not new. Its beginnings date back to the 1970s, but rarely takes such an extensive form as in the case of Nazun. It is most often used in a simpler version, such as workshops, trial days or meetings with the team. Its effectiveness depends not only on the content, but also on the form, credibility and the moment of providing information.
First of all, both positive and less attractive aspects of work should be presented. An overly optimistic image can lead to inflated expectations and quick disappointment.
A set of information is also crucial: a detailed description of duties, management style, development and promotion opportunities, as well as organizational culture. The form of their message can be varied, most often it is done during meetings with the team, video presentation or trips around the workplace.
The effectiveness of RJP increases when it is implemented at every stage of the recruitment process and allows the candidate to assess independently whether he really wants to be associated with a given company.
Trends in recruitment: from casting to experience
The Nazuna model represents a change in the approach to recruitment-from “recruitment-casting” to “recruitment-refrigeration”. In the hotel industry, where the standard is to anticipate and meet each guest's need, it seems natural to expand this philosophy to potential employees.
A realistic preview of the work ensures better matching of the candidate to the position, increases employees' loyalty and reduces rotation – but you cannot ignore the challenges related to him. As Maja Gojtowska points out, this approach requires a much greater time and financial commitment from both the employer and the candidate. In her opinion, it is worth considering introducing additional remuneration for participating in such a process.
The RJP method especially resonates with the expectations of the younger generation of employees who are looking not only for work, but also places of employment that gives sense and emotional commitment. The form used in the Japanese network of Nazuna hotels sets a new direction in thinking about the experience of the candidate. At a time when candidates 'experiences are as important as employees' experience, innovative recruitment approaches can be a key competitive advantage.
