How Realistic Job Assessments Align with ISO 30405:2023

Recruitment is one of the most critical processes in any organisation, but also one of the most inconsistent. That’s why the International Organization for Standardization (ISO) created ISO 30405, a global benchmark for recruitment. The standard sets out best-practice guidelines for hiring that is fair, transparent, and effective.

In 2023, ISO updated the standard to reflect the changing world of work. Known formally as ISO 30405:2023 Human resource management — Recruitment, this revision sharpened its focus on candidate experience, inclusivity, and the importance of realistic job information.

A key update in 2023: From generic job descriptions to realistic job information

One of the most significant changes in the 2023 version is the emphasis on providing accurate, transparent, and realistic information about the role during the recruitment process.

• In the 2016 version, the focus was on ensuring job ads were clear and that selection criteria were consistent.
• In the 2023 update, ISO recognised that job descriptions alone are not enough. Employers are encouraged to ensure candidates receive a realistic preview of the role – what the work involves, what the environment is like, and what success looks like in practice.

This change reflects years of evidence showing that mismatched expectations are a major driver of attrition. When candidates accept jobs without understanding what the role is really like, they are more likely to leave early, costing organisations time, money, and productivity.

Why was ISO 30405 updated?

The update responds to three big challenges facing modern recruitment:

1. High attrition in early tenure: Candidates are leaving within weeks or months when the reality of the job doesn’t match the description.
2. Increased focus on fairness and inclusivity: Employers are expected to reduce bias and create equitable hiring processes.
3. Global competition for talent: With skills shortages and economic pressures, employers need more predictive and data-driven methods to make the right hiring decisions first time.

By emphasising realistic job information, the ISO standard reflects a shift towards job-candidate alignment: hiring not just the most polished candidate, but the one most likely to thrive in the actual role.

Realistic Job Assessments: A natural fit with ISO 30405:2023

This is where Realistic Job Assessments (RJAs) come in. Instead of testing abstract skills or relying on CVs, RJAs immerse candidates in day-in-the-life scenarios that reflect the real role. Candidates respond to situations they’d actually face on the job, giving both them and the employer a clearer sense of fit.

By design, RJAs directly support the ISO 30405:2023 guidance. They:

• Provide candidates with realistic job information.
• Ensure fairness through blind scoring and standardised scenarios.
• Increase predictive validity by assessing job-specific behaviours.
• Enhance candidate experience through transparency and clarity.
• Support continuous improvement by linking assessment data to post-hire outcomes.

Matrix: ISO 30405:2023 requirements vs. Realistic Job Assessments

ISO 30405 Clause	How ThriveMap aligns with guidance criteria
4.1 General Focuses on respectful treatment, clear communication, and giving candidates insight into the role and context.	ThriveMap provides candidates with realistic, scenario-based assessments that clearly communicate job expectations and context, supporting transparency and respect from the start.
4.2 Preparing & Planning Focuses on requisition setup, stakeholder involvement, and contextual planning.	ThriveMap collaborates with hiring teams to design bespoke assessments based on real job tasks, ensuring alignment between stakeholders and role requirements.
4.3 Attract Generating and maintaining candidate interest through transparent communication.	The engaging nature of ThriveMap assessments sustains candidate interest while reinforcing transparency about the role, helping to reduce drop-off and improve employer perception.
4.5 Assess Assessments should measure relevant KSAs (knowledge, skills, abilities) fairly and transparently.	ThriveMap’s job simulations assess actual behaviours needed for success, using blind scoring to ensure fairness and objective evaluation of KSAs.
4.6 Decision-making Supports structured, clear decision processes based on assessments.	ThriveMap provides structured assessment data that supports evidence-based hiring decisions, improving consistency and reducing reliance on subjective judgment.
5: Learning and Improvement Recruitment insights should inform continuous improvement.	ThriveMap links assessment performance to post-hire outcomes, enabling organisations to refine hiring criteria and continuously improve recruitment effectiveness.

The bottom line

The ISO 30405:2023 update reflects a new era in recruitment: one where fairness, transparency, and realism matter as much as speed and efficiency.

By adopting Realistic Job Assessments, employers not only align with global best practice — they also reduce attrition, improve diversity, and build stronger teams.

In other words, RJAs aren’t just good for candidates and recruitment teams. They’re good for business.