Exit Interviews: The Last Step to Success

When one of your employees lets you know they’re ready to move on and have accepted another position, you are understandably going to be a little overwhelmed. You have to get a job posting up, search for a replacement, and maybe even organize a going-away or retirement party! It’s just as important to arrange an exit interview before your employee’s last day. Exit interviews are extremely important to gain valuable information and feedback to help you make improvements and reduce employee turnover. But what questions should you ask to make the exit interview a success? Let’s find out.

Exit Interview Questions

Exit interviews are extremely important to gain valuable information and feedback to help you make improvements and reduce employee turnover. But what questions should you ask to make the interview a success? Let’s find out.

What Questions Should I Ask in an Exit Interview?

  • Why did you begin looking for a new job?

This question allows for plenty of good feedback. You may find that the reason is as simple as your employee just wanted a job closer to home, or it may bring light to inefficiencies or problems within your company that will need to be addressed.

  • What led you to accept your new job offer?

This should be a follow-up question to the previous question. You’ll be able to compare your company to its competition. If your employee says that they were able to offer her higher pay and better benefits, for example, you may want to reconsider your compensation and benefits package.

  • What could we have done differently to keep you employed here?

You may have lost this employee, but this feedback can help you to retain those you still have. This is a very direct question that allows for an honest response.

  • Did you feel that you were equipped to do your job well?

This question gives you insight into what can be done to keep the employee who next fills the position. The answer you get back could alert you to inadequate training methods and tips to improve this in the future.

  • If you could change anything about your job or the company, what would it be?

This question may uncover the most important reason the employee is leaving the company. Phrased this way, the question becomes non-confrontational and inviting, since it asks what they would change, not what they didn’t like. Instead of a complaint, you’ll be getting a suggestion, which most people will be more comfortable giving.

ALL ABOUT AIR PRE-HIRE

Have more questions about exit interviews? AIR Pre-Hire in Reisterstown, MD, conducts accurate and verified universal background screening, so you will have thorough background checks on your employees. Here at AIR Pre-Hire we don’t simply check the basic information, we dig deep to identify inconsistencies and make sure your potential employees (as well as existing employees) are acceptable for hire. This is the human element of our custom pre-screening service. You can count on us for timely, verified pre-screening and employee re-screening.

Learn more by visiting our website www.air-prehire.com or calling us at 1-800-469-4473. Check us out on FacebookTwitterGoogle+, and Pinterest as well.

Tags: , ,