Do you conduct an exit interview? Why it is necessary and how to conduct

How to conduct an exit interview effectively? Here are some tips from Foxly.

What should the process be like?
• Write a standard interview form with all the questions (Tip: don't ask open-ended questions that can be easily answered with "yes" or "no")
• be prepared to record a conversation with an employee (insights can be valuable)
• process the received feedback
• the exit interview procedure should include review of the answers by the HR director and department heads.

Add to the list of standard questions at the exit interview several ones that will help to analyze your company activities and evaluate the cooperation with the former employee:

• Have your responsibilities been described clearly?
o Specify what exactly was wrong?

• How interesting was your work?
Suggest a solution to make it more interesting.

• How do you estimate the level of the interaction between colleagues?
What are your ideas for its improvement?

• How do you estimate the level of stress at work?
What did cause it?

• Which of the colleagues did have the greatest impact on your career development?

• Was there anything you would like to know before you start working for the company, and it turned to be good/bad news for you?

• Were there enough development opportunities?
Why did you learn something new?
What prospects did you lack?

• Was there anything that could help to avert your desire to quit?
How exactly?

How to use exit interview results? The main goal of the exit interview is to stay on good terms with the former employee and get feedback on the organization of work in the company.
It's essential to identify the company's weaknesses and work on the improvements, analyzing the received data.

If you have a large company, estimate one particular interview and analyze all of them in total: this will help you identify trends in layoffs and the provided feedback.

Besides, the information on the conducted exit interviews is valuable because on this basis it's possible to start with:
• implementation of qualitative changes and optimization of business processes
• creating new vacancies
• communicating with new candidates
• communicating with current employees.

Pay attention whether the candidate was satisfied with the opportunities for development in the company. After all, the lack of prospects is a common reason for resigning.