Tips to Increase Stability in Candidate Sourcing
In recent years, due to population aging, job diversification, and increased labor demand, most businesses are facing a shortage of workforce. This has made recruitment efforts more challenging, often resulting in candidates not showing up for scheduled interviews.
To address this issue, HR professionals can review internal policies and procedures, build a strong employer brand, and optimize the recruitment process to enhance candidate commitment and minimize instances of no-shows. These steps contribute to increasing stability in the recruitment process.
If you are interested in learning more about this recruitment issue, check out this article by Aniday!
Reviewing Employer Branding and Policies
First and foremost, HR professionals can review whether the company's salary and benefits are competitive compared to other companies in the industry. It is important to ensure that the company's compensation package is attractive to talented individuals. Conducting an annual salary survey can provide insights into the company's position within the industry and allow for adjustments to be made to ensure competitive compensation for key positions.
Furthermore, in today's world, people value the employer brand and the company's reputation both within the industry and in the public eye. These factors play a significant role in a candidate's decision to join a company or not.
Therefore, companies can enhance their brand recognition through press coverage or advertising. They can start by engaging with schools or the community, such as through collaborative training programs, workshops in schools, community compensation initiatives, and more. These efforts aim to strengthen brand recognition and foster positive sentiments among the public, thereby increasing the chances of attracting talented individuals.
Optimizing the recruitment and onboarding process
After reviewing the regulations, we also know that candidates may still miss the enrollment due to being attracted by better companies, which is something the HR department cannot change. Therefore, HR can strengthen points of contact during the period from being notified of acceptance to enrollment to predict whether candidates may cancel their enrollment and minimize the possibility of sudden cancellations:
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After sending the offer letter: Request the other party to sign and return the offer letter to the company if they intend to enroll.
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About two weeks before the enrollment date: Request the other party to fill in the necessary personal information for enrollment. Many companies have a human resources information page for new candidates to prepare enrollment documents and fill in necessary information in advance (e.g., insurance information, bank account, educational qualifications, etc.).
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About one week before the enrollment date: Confirm whether the other party has undergone a health examination or has a health examination report within the specified period.
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The previous working day: Reconfirm whether they can arrive for enrollment on time, provide information about transportation and company life, etc.
The above steps are methods based on past recruitment experience. The content and timing can be adjusted according to the company's specific workflow. In addition to establishing procedures, the value of HR lies in their ability to observe and influence throughout this process, from conversations and interactions to understand the candidate's level of coordination and whether they may not show up for enrollment.
If a candidate may not show up, it is possible to inquire about the issue and find a solution, or give advance warning to the department head to prepare for seeking other candidates. If someone exhibits a consistently negative attitude and fails to show up for enrollment without prior notice, they can be put on the company's watchlist and the recruitment department can reevaluate their talent selection approach.
Conclusion
HR is not just HR, and recruitment is not just about finding people or following predefined processes. It requires regularly reviewing the external environment and internal procedures, identifying issues, and making improvements. This can be achieved through observation and adaptability to address all kinds of problems, thereby increasing the success rate and stability of the recruitment process and maximizing the value of the workforce. We hope this article from Aniday is helpful to you.
