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Exit interview outsourcing
The issue
How to maximise the information gained from exit interviews? Is it better to employ a third party organisation to conduct the interviews, perhaps by telephone?
The responses
One independent HR consultant, specialising in Recruitment and Retention, explains how she holds such interviews off-site, after employees have handed in their notice but before they have left. This encourages a freedom of expression based on an agreement about what will be fed back to the employer and how. This approach had uncovered such issues as low-level bullying, training issues and sickness/absence issues – all possible contributors to an overall feeling of dissatisfaction with the employer.
Other contributors state that exit interviews, whether external or internal, are only worthwhile if the management team are committed to listening to and acting upon the feedback. Time, money and effort are wasted if such commitment is not genuine, even if feedback is bad. Some feedback, of course, will be good. One contributor suggests that there would be benefits from including exit interview feedback along with annual employee opinion survey findings when reporting to Chief Executives.
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