Exit interviews are like the final checkpoint before an employee waves goodbye. Think of them as the ultimate “spill the tea” session for organizations to figure out what’s really going on. Why are employees leaving? Is it the work vibe, a better gig, or something else entirely?
Hiring new people costs way more than keeping the good ones around. That’s why this service is pure gold: they help you pinpoint issues, tweak what’s not working, and build a workplace people don’t want to leave. But here’s the real question: who’s the best person to handle them?
Also Read: Exit Interview: Top 5 Questions You Must Ask
Who should conduct exit interviews?
Sometimes, organizations prefer to conduct final goodbye interviews themselves. But these days, a lot of (ex-)employees are hesitant about in-house exit interviews. The reason being they do not want to be confronted or blamed. It is found out that companies conducting internal exit interviews only see a participation rate of around 15 to 20%.
This significantly low number cannot help the company to gain valuable insights to improve the organization and the employee attrition rate. On top of that, a lot of time and resources are required to conduct exit interviews. It cannot be executed without proper planning.
If a progressive procedure is not followed, it will just be a waste of resources. Apart from this, the HR department will unnecessarily have a lot on their plate because of the departing employee. Burdening them with a set of exit interviews is not a smart choice. Additionally, the guarantee of it being successful or helpful is negligible.
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Why hire professionals to conduct exit interviews?
Conducting interviews when employees leave is just the start; what truly matters is digging into the feedback and turning it into actionable insights. Without meaningful results, it’s tough for companies to pinpoint problem areas and make improvements.
This process demands a solid strategic plan, from crafting the right questions to analyzing the data and creating constructive feedback. It’s not just about time and effort; it also requires skill and precision.
That’s where third-party experts like InCruiter step in, offering seamless and effective solutions. With years of experience, InCruiter is equipped with all the tools to deliver results that truly make a difference.
What Makes Third-Party Interviews a Game-Changer?
Sometimes, organizations handle interviews with departing employees on their own. However, many (ex-)employees hesitate to participate in such discussions internally, fearing confrontation or blame. This often leads to a low participation rate of just 15-20%.
Such a minimal response makes it tough for companies to gather meaningful insights to tackle attrition. Additionally, conducting these discussions internally demands significant time and resources, requiring careful planning to be effective. Without a structured approach, it’s simply a waste of effort. Plus, overloading the HR team with this task adds unnecessary stress, with no guarantee of achieving useful outcomes.
Also Read: Exit Interviews: Vital for High Attrition Companies
Why hire professionals to conduct exit interviews?
When it comes to exit interviews, just taking the interview won’t suffice. Analyzing the feedback for actionable results is what the company is looking for. And if the results are unsatisfactory, the company won’t be able to identify and work on the problematic areas.
Hence, exit interviews require an effective strategic plan, from listing down the questions to compiling the results to form constructive feedback. It is only after this that the organization can work benefit after the employee leaves. It requires not just a great deal of time and proper execution, but also skill and technique.
Hiring a third-party interview as a service platform like InCruiter will quickly help you gain meaningful results. At InCruiter, all the systems are in place to conduct exit interviews because they have been in the business for years.
Here are some reasons businesses choose to hire InCruiter to conduct exit interviews:
