Exit Interviews: Are You Mining Them for All They Are Worth?
We recently came across a great blog post and discussion over at HR Bartender about exit interviews. It raised a lot of good points about why businesses should bother doing them, and about ways to conduct them so that they bring your company the most benefit.
hireVision’s own Tina Hamilton has this to say on the topic of exit interviews:
“We find it extremely beneficial to wait until after the final pay is distributed to contact the exiting employee. They usually feel freer to speak at that point. We also find that it is critical to deliver monthly, quarterly and/or annual reports on the information we gather from exit interviews, because there’s a significant amount of valuable data collected from them. There’s no argument when these numbers lean towards specific issues in a department or company repeatedly. One can’t deny the data!”
Smart employers can respond to the data, however, says Hamilton. “This is your chance to improve your company’s culture and give your best talent reasons to stay beyond just the salary and benefits. That’s a big payoff for the time and effort spent on properly interviewing exiting employees.”
Not sure if your company’s exit interviewing procedures are up to snuff? Contact us today for an honest discussion on exit interviews and other talent management issues. We can help!