Use Exit Interviews Effectively

By Author: Naman Vohra
Total Articles: 133
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All over the world organizations understand the criticality of employee satisfaction for a productive workforce output. This is why companies are after found to indulge in activities that boosts employee confidence and engages them to keep the work place a happy place to work in.

However, even after keeping and doing everything 'right', the number of resignations can remain a hurtful topic. With resignations, follows the vicious cycle of investing time and money to find a suitable replacement. Not only high employee attrition rate increases the hiring and training costs, but it has an adverse impact even on the co-workers and the productivity. Employee attrition and an unstable workforce also have a negative impact on the company's brand image. After all, word of mouth contributes largely to a company's market reputation and brand image.

Indeed, exit interviews are an answer to it. But just going ahead and conducting exit interview would not solve any purpose. A call needs to be taken also on who will take care of the whole exit interview process. Exit interviews are not just about conducting an interview but it ...
... involves an elaborate procedure. When conducted in-house, the HR has to work deductively to record responses by conducting periodic interviews with a number of ex-employees and analyzing the trend. This may prove very time-consuming for the department and other responsibilities may take a beating for that.

Outsourcing the whole exit interview process generally is the preferred option. Third-party consultants would help in building a systematic and smart exit interview mechanism. As per the process, once received, the client company would send the resignation details to the exit interviewer following which the interview would take place. An employee have been observed to provide better and more candid responses to a neutral party that an in-house exit interviewer.

The interview helps in understanding the real reasons of employee's exit. Third party interviewer stays in touch with the ex-employees even after months of the leaving the organization, notes the responses received over the whole period of time and sends the analyzed trend reports to the client company. A company will be able to decide on the suitable actions to be taken to improve the situation based on these insightful reports as exit interviews let the company understand the reasons behind the attrition rate. Also, with the whole tedious process of exit interviews outsourced, the HR department can concentrates on more strategic matters.

~Naman is associated with a leading background screening company that specializes in Exit Interview Survey