Provisional Blog

Is Your Exit Interview Generating Realistic Feedback or Is There a Process That Can Be Omitted?

May 18th, 2018

It’s never fun to see a great employee leave, but turnover happens at every company. Sometimes, there’s nothing that could’ve been done to prevent the person from making their exit, but that isn’t always the case.

As one of the top accounting recruiting agencies, Accountingpros Recruiting + Staffing knows exit interviews are a great way to gain tremendously valuable feedback. The intel you gather can help you make changes for the better, which can keep other employees from deciding to seek employment elsewhere.

If you don’t think your current exit interview process is cutting it, use these tips to make it more effective.

5 Ways to Improve Your Exit Interview Process

Have HR Conduct It

They’re leaving the company, but most departing employees aren’t trying to burn bridges. Exit interviews should always be conducted by a member of the HR team, because they’re an objective third party. Employees frequently decide to find a new job due to the actions of their manager or colleagues. Therefore, you won’t get honest feedback if someone close to them is conducting the interview.

If you don’t have an HR department, have a manager from an unrelated team or an outside consultant perform the exit interview. Just remember, results will be moot if you don’t choose an interviewer without close ties to the employee.

Make It Optional

You want all departing employees to participate in the exit interview process, but if someone is truly against it, they won’t provide helpful responses. Most people will be happy to comply, but if a person resists, don’t force the matter.

Ask Open-Ended Questions

When hiring, you wouldn’t ask candidates a series of ‘yes’ and ‘no’ questions, so uphold the same standards during the exit interview process. You won’t scratch the surface unless you ask open-ended questions that provide telling insights on the real reasons the person decided to leave the company.

Be Selective With Invites

All employees don’t depart with the same mindset. Make exit interviews exclusive to voluntary separations, because these people chose to leave their jobs. Employees who were fired or laid off might not be too eager to do anything to help a company that just put them out of work.

Compile and Analyze Data

If properly conducted, exit interviews can provide a wealth of helpful information, so don’t just sit on it. Create a standard system for inputting data, so it can be promptly and accurately assessed. Make sure all information is shared with key stakeholders as soon as possible. These results provide a unique opportunity to learn what employees like and dislike about working at your company, which can be a game-changer.

Searching for talented accounting and finance professionals to join your Seattle area team? Leave the work to Accountingpros Recruiting + Staffing. Contact us today to gain access to bright, hard-working professionals eager to fill your temporary/contact, contract-to-hire, and direct-hire positions!

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