There are two times when you should interview an employee – when you hire them and when they are exiting your organization. Most companies only do one; but not including exit interviews as part of your overall recruiting strategy could find you dealing with the same turnover issue time and time again.
Exit interviews provide you with valuable insights and information from employees about their experience with your company. You can learn what is good and working well, but more importantly, you can identify areas where you are not performing well.
REASONS WHY YOU SHOULD CONDUCT AN EXIT INTERVIEW
Here are 5 reasons to include exit interviews as part of your recruiting strategy:
1. YOU LEARN WHY PEOPLE LEAVE:
Understanding why people are choosing to leave your company will provide you with the information you need to correct the issue. Perhaps it’s a work-life balance issue, a salary issue, or a problem with a particular person. Knowing the issue allows you to address it so it doesn’t keep happening.
2. IT’S COST EFFECTIVE:
Considering the relatively minimal time commitment and cost, and the valuable information you get from the interviews, it is a worthwhile strategy to add to human resources.
3. YOU GET THE TRUTH:
During exit interviews, employees are more willing to open up about issues with their role, department, or company culture in general. You will get the detailed information you need to look into and address issues.
4. IDENTIFY WHERE TO FOCUS IMPROVEMENTS:
Most companies want to get better and offer a culture where people want to work. However, many are not sure where to focus or what to address in order to make improvements. Exit interviews provide you with the information you need to improve retention and better engage your employees.
Exit interviews give you the opportunity to tie up any loose ends with an exiting employee. You can provide them with information about their final pay, when benefits are cut off, and have them sign NDAs, non-competes, and other documentation prior to their last day of work.
Performing exit interviews can help you make changes today that will improve employee engagement, help you keep your top employees from leaving and strengthen your organization.
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Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.