Before you scramble to post a job ad, don’t miss out on the opportunity to conduct an exit interview.
Exit interviews are necessary for several reasons:
- You can ask questions that will provide valuable insight as to what is working and what isn’t working for an organization. (What’s your reason for leaving? What could have been done better? What did you enjoy about the job?)
- Exit interviews can help reduce turnover. If you find that there is a common underlying reason for why people quit, you have the opportunity to fix the issue and increase employee retention – if the issue is one within your control to change.
- You can ask “What would it have taken for you to stay with our company?” You might be able to convince an exceptional employee to stay if you know the reasons behind their wanting to leave.
If you haven’t given much thought to exit interviews in the past, it’s time to make a change. And don’t fret if you have had some recent turnover and you didn’t conduct an exit interview. You still have a chance to get some information.
As a matter of fact, you might actually get some invaluable information by waiting.
Waiting a few months to a year allows for a less emotional and more introspective response. It’s a great amount of time for that former employee to gain some perspective. They will be better able to provide constructive feedback, without nervousness or fear of consequences – such as receiving negative references.
If you do decide to go ahead with exit interviews, please keep the following things in mind:
- Have a neutral party, such as someone from HR, conduct the interview.
- Exit interviews should be optional and not required of the (former) employee.
Finding a replacement is important, but it is also critical to understand why someone left. Save yourself the time of having to sit and go through endless resumes, most of which will likely not meet your requirements, and allow yourself the opportunity to focus on improving processes and enhancing your organization.
If your business is experiencing turnover, reach out to your staffing partner for help with onboarding new employees or finding temporary support.
Staffing firms have the tools and resources to help you find top talent. Attracting, screening, interviewing, and hiring are their specialties, so if you haven’t partnered with a staffing provider yet, reach out to one. They will be able to provide you with some valuable insight on the benefits of a partnership.
At Masiello, we can help you find a workforce best-suited to your business. If you find yourself hiring new staff, or are simply interested in more information, contact our expert staffing and recruiting team. We’d love to tell you how our services can benefit your organization.