What Is an Exit Interview?

What Is an Exit Interview?

An exit interview is a type of post-hire interview that takes place when an employee is leaving your organisation. They typically involve a series of questions asking why the employee is leaving, what they liked and disliked about their job, what could be improved and how likely they are to refer friends or colleagues to apply for future roles. Within this blog post you’ll learn exactly what an exit interview is, why you need one and the different types available. Keep reading to find out everything you need to know about exit interviews in detail.

What Is an Exit Interview? #

An exit interview is a structured, one-on-one discussion that takes place when an employee has announced their intention to leave, or “exit”, from their job. The interviewer is usually a manager or someone in HR, while the interviewee is the employee who is leaving. Exit interviews are a form of qualitative research that is used to discover the reasons why employees leave their jobs. Companies use this information to make changes that might help retain other employees and reduce employee turnover.

Why Are Exit Interviews Important? #

As we’ve discussed, an exit interview is a structured, one-on-one discussion that takes place when an employee has announced their intention to leave, or “exit”, from their job. The interviewer is usually a manager or someone in HR, while the interviewee is the employee who is leaving. Exit interviews are a form of qualitative research that is used to discover the reasons why employees leave their jobs.

Companies use this information to make changes that might help retain other employees and reduce employee turnover. They are particularly important to ask when employees are leaving because of negative reasons, such as low pay or benefits, bad relationships with managers, or increased opportunities elsewhere. You want to be able to learn from these situations so that they don’t happen again.

When Should You Conduct an Exit Interview? #

Exit interviews are conducted in order to discover the reasons why employees are leaving your organisation. You should therefore schedule an exit interview when any employee informs you that they are leaving your organisation, no matter what the circumstances. Ideally they should take place as soon after the employee has announced their departure as possible. This way, you can implement any changes or improvements as quickly as possible.

Types of Exit Interviews #

There are two main types of exit interviews – voluntary and involuntary.

Voluntary Exit Interview – A voluntary exit interview is a conversation between an employee and their manager that takes place when an employee informs their manager about their decision to leave the company.

A voluntary exit interview is a conversation between an employee and their manager that takes place when an employee informs their manager about their decision to leave the company. Involuntary Exit Interview

An involuntary exitinterview takes place when an employee has been fired from their job and is required to meet with an HR representative before they leave the organisation. There are also different formats for exit interviews, such as written, online, or in-person. Different formats may be more appropriate for certain types of employees.

How to Conduct an Effective Exit Interview #

There are a few things you need to keep in mind when conducting an exitinterview in order to ensure that you get the most out of the conversation.

Start Early – Make sure you give yourself plenty of time to schedule the interview, especially if it’s an involuntary exitinterview as the employee may need some time to process their feelings and emotions surrounding their departure.

Make sure you give yourself plenty of time to schedule the interview, especially if it’s an involuntary exit interview as the employee may need some time to process their feelings and emotions surrounding their departure.

Be Prepared – Have a list of questions prepared but don’t feel like you need to stick to it word for word. Be flexible and responsive to what the employee is saying so that you can get the most out of the conversation.

Have a list of questions prepared but don’t feel like you need to stick to it word for word. Be flexible and responsive to what the employee is saying so that you can get the most out of the conversation.

Get Feedback From Others – Take note of how other employees react to the departing employee and what they have to say. This can help you to get a better idea of the overall sentiment within the organisation and may help to identify any potential issues you were unaware of until now.

Conclusion #

An exit interview is a structured, one-on-one discussion that takes place when an employee has announced their intention to leave, or “exit,” from their job. The interviewer is usually a manager or someone in HR, while the interviewee is the employee who is leaving. Exitinterviews are a form of qualitative research that is used to discover the reasons why employees leave their jobs. Companies use this information to make changes that might help retain other employees and reduce employee turnover. There are two main types of exitinterview – voluntary and involuntary. There are also different formats for exitinterviews, such as written, online, or in-person. There are a few things you need to keep in mind when conducting an exitinterview in order to ensure that you get the most out of the conversation.

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