Honesty from recruitment – frankness creates long-term trust
Instead of trying to "sell" positions in a flashy way, HR (the human resources department) and recruitment management need to truthfully convey the aspects of the job, both opportunities and challenges. Don't avoid imperfections, but propose ways of organization that are improving. This frankness will help businesses attract the right people and keep them longer.
Standardizing entry procedures for new employees – not just guidance, but integration
The entry process for new employees is not simply introducing policies or preliminary training, but must create a positive integration experience.
An effective entry program should include: A companion mentor; clear work plan for 30-60-90 days; periodic assessment and early feedback; space for new employees to share difficulties and be listened to.
Headline management training – a vital factor
The direct manager is the "transit station" between the organization and new employees. Investing in human resource management skills – especially communication, listening, and feedback skills – is the foundation for building a culture of humanity, limiting employees from falling into a state of isolation or confusion.
Building an open and diverse corporate culture
Job shock is not only a mismatch between work and description, but also a cultural shock. When an organization has an open culture, respecting differences, creating a safe space for all employees to express their views and develop in their own way, the initial shock can be quickly resolved.
Promoting flexibility – especially with Gen Z
The new generation of employees are looking forward to working flexibly, especially after experiencing social distancing. Working remotely, technology-integrated models, flexible time – if implemented methodically, will help new employees feel empowered, thereby becoming more attached to the organization.
According to Anphabe Company, job-chasing shock is a wake-up call for both employers and businesses. For workers, this is a reminder to carefully understand organizational culture, job requirements and ask clear questions before deciding. For businesses, this is an opportunity to build a more humane and transparent personnel strategy – not only to recruit people, but to retain people.
In an era where employee experience is increasingly becoming a key competitive factor, minimizing job shock is not only HR's responsibility, but also an organizational commitment to people. That commitment will be the sustainable foundation for building a happy and effective workplace.
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