Whether it was the candidate actively applied for the job vacancy, or the candidate was invited to attend the interview, it is essential for the company to pay attention to courtesy. Companies should try to avoid not informing the candidates for the results. Especially for those who are not suitable for the job vacancy after the interview, the company should also send a letter to inform them of the results.

During the process of telephone and mail contact, time frame should be planned to avoid making others feel too much pressure about the arrangement and thus making an unfavorable impression of the company in the mind of candidates.

Furthermore, if the HR specialists can do their duty of caring for employees, in addition to reducing recruitment, they can also help companies retain talents more effectively. Make good use of the five points as follows to build a bridge between companies and employees!

Conducting questionnaires from time to time, in addition to truly understanding the needs of employees, in-depth understanding of the real reasons behind the problems, are the key factors to solve fundamental problems. For example, understanding the team atmosphere, employees’ mentality and work status can effectively formulate the care methods, and thus requiring team participation to implement improvement plans.

In addition to paying attention to the physical and mental health of employees and providing health examinations, various assistance programs should be provided, such as psychological counseling, interpersonal relationship, communication management courses, etc. Physical health is important, but in fact, many physical disorders are often caused by psychological factors. If the company can provide professional guidance, even a professional career personality aptitude test, we believe it will optimize the team atmosphere and promote the unity of the department, which will not only bring a harmonious working atmosphere to employees, but also help each other to develop positively.

Different reward systems are implemented for employees with different levels, business benefits and competition excellence, such as long-term employee bonus, competition bonus, talent recommendation fund, etc., and take the thinking of employees of different generations into consideration to authorize more right of making decisions, so that each employee has room to play.

The company’s safety and comfortable working environment are also considered by many employees. Regular inspection and repair of safety equipment, implementation of disaster prevention drills, and collection of employees’ suggestions and opinions can be used as a reference for operation improvement, and also provide a friendly, competitive and growing environment.

Various benefits and activities prepared by the welfare committee usually take the needs of companies and employees as the background check, and plan perfect welfare and vacation systems. Many companies will deploy appropriate systems based on the age of their employees, while achieving a good company image.