Agreed to InterviewBut Did Not Arrive at the Store
Insufficient understanding of store location, shifts, or compensation; unsuitable conditions discovered shortly before the interview.
03 · TALENT RETENTION
Can't retain
From interview to stable employment, candidates continue dropping off during outreach, interviews, trial shifts, and early onboarding. Understanding the reason behind each departure is the only way to reduce repeated hiring.
Analyze Onboarding and Retention Issues↗Based on store realities
Retention Begins Before Day One
More Than Replacing People After They Leave
A candidate agreeing to an interview does not mean they understand the job. If night shifts, housing, commuting, and work intensity are only revealed during the trial shift, earlier recruiting effort may be wasted. We provide realistic job previews and confirm intent before recommendation, with continuous follow-up through interview and onboarding.
Passed the InterviewBut Kept Delaying the Start Date
Lost contact during the waiting period, or practical matters such as housing, health certificate, and start date were not finalized.
Arrived at the StoreBut Left Soon After
A gap existed between the actual job and career expectations; intensity, scheduling, or teamwork requirements were not clarified in advance.
Where the problem lies
First Separate Issues Recruiting Can Improve
From Conditions the Store Needs to Adjust Jointly
Incomplete Job Preview
Only the attractive points were presented, without clarifying night shifts, service duties, and peak-hour intensity, leaving expectation gaps until after onboarding.
Stable Intent Not Verified
Only asked whether the candidate “can accept it,” without further confirmation based on their living situation, commute, and long-term plans.
Missing follow-up at key moments
Interview feedback, onboarding preparation, and early experiences are not continuously recorded, so small issues may build up until someone leaves.
How SURSPARK handles it
At every attrition-prone momentTake one extra step
Clarify before recommendation
Honestly explain the job duties, shifts, salary, and challenges so candidates can make a fully informed choice before arriving at the store.
Confirm during the interview
Remind candidates to attend, collect feedback from both sides, and continue verifying work willingness and unresolved practical concerns.
Finalize before onboarding
Confirm start date, housing, commute, and required documents, and provide clear guidance to reduce attrition during the waiting period.
Follow up after onboarding
Understand early adaptation and reasons for leaving, feed insights back into job standards, and provide replacement support according to the cooperation agreement.
Related project experience
After starting work
Keep monitoring delivery quality
Learn talent matching and delivery methods from real recruitment scenarios.
Tea beverage new-market delivery
Around 90% 14-day retention rate
Complete staffing in batches. Through phased talent pools, expectation confirmation, and trial-shift follow-up, continuously monitor post-onboarding results.
Fixed night-shift role
60+ hires in 3 months
Use authentic job videos to communicate team appeal, while confirming long-term night-shift arrangements in advance; 130+ candidates were recommended for interviews, and 60+ were hired.
Reduce avoidable attritionAlso provide protection for early-stage employment
If an Instant Staffing hire leaves within 7 days, one free replacement can be provided; specific eligibility conditions will be confirmed before cooperation. Salary, scheduling, workplace environment, and management issues require joint improvement with the store.