WHY YOU SHOULD CONDUCT EXIT INTERVIEWS
Exit interviews can easily slip into simple, routine tick-box exercises. A task to be done but without much thought or consideration as to how you get to the truth about why people are leaving. Or how the data gathered will be analysed and used.
Chiumento believes interviewing departing staff is as important as interviewing those you wish to recruit. In fact, exit interviews could be the key to helping solve many issues.
Well-structured, probing and independent exit interviews will provide real insight into why people are leaving. And acting on that information will help to improve retention and the engagement of those who remain with the organisation. Depending on what is discovered, making changes could also make your company more attractive to potential employees and make recruitment easier.
What is an exit interview?
CONDUCTING AN EXIT INTERVIEW EFFECTIVELY
Conducting an exit interview is better than not doing one at all – at the least, it shows you care about people opting to exit the organisation. However, there are some very quick wins that will ensure they are being run in a more effective way. These are our top three tips to ensure your exit interviews are as effective as possible
Great exit interview processes mean the leaver knows they are safe to share the real reasons they are going. And that there’s a firewall between that process and referencing.
Who conducts the exit interview makes a big difference to the outcome. There’s an old saying that “people join organisations and leave managers”. And there’s more than a grain of truth in it. So having a line manager conduct an exit interview for their own leaver is never a good idea. The question always has to be “who is most likely to get to the truth?” That could be HR, a line manager from elsewhere in the business, or even a third party.
There needs to be the right balance between structure and enquiry. To be able to report on the findings of your exit interviews, there does need to be structure to your process. However, you also need to give your exit interviewers the freedom to dig deeper on certain areas or questions – sticking to a script may mean missing clues. That’s why questionnaires alone aren’t sufficient.
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How we can help
Or it could be you already have a process in place to conduct exit interviews – but fear it isn’t providing the data and insight you need to inform your talent management strategy. We can help you review the existing process and identify ways to improve.