Provisional Blog

4 Top Techniques for Conducting Exit Interviews

December 26th, 2018

Losing a good employee is a painful experience. However, it can be an insightful one too when you conduct an exit interview. These can help you find out the reason behind the resignation, so you can create a better employee experience in the future. They also give your employee a chance to offer a review of their time at the company and for the relationship to end on a positive note.

To help you get the most from your next one, here’s some insight from Provisional – one of the leading staffing agencies in the Northwest – on how to approach it:

#1: Plan and prepare.

Plan to conduct your employee’s interview in the last day or two of employment. Give them ample time to prepare and gather their thoughts in advance. Explain too why you’re conducting one and what you’re hoping to gain. Also, make sure the interview is face-to-face, not over the phone or email.

#2: Put them at ease.

Exit interviews feel awkward. That’s why it’s important to do what you can to put your employee at ease. Assure them that they can speak freely and openly and let them know if there’s a question they’re uncomfortable with, they don’t have to answer. You can even consider taking the conversation out of the office and into a more neutral environment, like a coffee shop. Likewise, approach the situation more like a conversation and less like an interview.

#3: Ask the right questions.

There are several key points to touch on during an exit interview. Not only that, but it’s important to ask the same questions across interviews so you can identify trends and patterns. Some to consider include:

  • What was the biggest factor that led you to accept another job?
  • How did this job match your expectations? What did you like most about it? Least?
  • Did you feel you had the tools and resources to perform your work effectively?
  • What was your relationship like with your manager?
  • What did you enjoy most about working here? What areas could use improvement?
  • What skills and abilities do you think are most important for your replacement?

#4: Make use of their feedback.

Once you know why a candidate is leaving, it’s important that you put that information to good use so that you can make improvements in the company in terms of employee engagement. Otherwise, you’ll risk losing another key team member for the same reason. This is especially important if you’re noticing trends and patterns when it comes to retention issues.

Need help finding and retaining quality people for your team?

Call Provisional. As one of the leading staffing agencies in the Northwest, we’ve placed over 18,000 professionals with growing companies since 1994 and we can help you too find and hire the people you need. Contact us today to learn more.

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