Exit interview is what? Interview severance effective? Download Form templates full

In the work of Human resources Management, Business (DN) has always focused on improved welfare policies continuously to maintain, develop resources stable. So DN in many different forms always focus on resources is featuring. Category vegeta is detected the issue at the cabinet has good need to overcome. Policies need improvement do not motivate employees and engage employees. Forms like survey, levels of satisfaction, reviews 360độ, team building ... continuous deployment. However, a procedure is extremely necessary and useful, COMPANIES need to implement is the casting out of a job.

This is a step in the process the Holiday very useful. It's that sure that that place every problem intrinsic perspective of the Employees go, will reflect much the most honest thing. From this DN can research and implement corrective action.

In this article SureHCS would recommend interview sample it professional, including the content should be and how to effect application, help hr easy deployment and data storage service for the strategic analysis behind this.

1. Exit interview is what?

1.1. Definition Exit interview

Exit interview aka interview severance is an exchange between official personnel about the holiday and representatives of the hr department or management. The main purpose of this discussion is to gather the honest feedback, insight from the workers about their reasons for leaving, experience in process work, the proposed improvements for the business.

Unlike interviews periodically (to be held when staff are still working), exit interview usually takes place in the period from 3 to 7 days prior to the last working day. This is not the “breakup form”, which is the opportunity to the organization to learn from the “insiders”.

For example, at corporations such as Google or Unilever, exit interview is a mandatory part in the process of quitting. They use the information collected to improve work culture, re-design the model compensation or training manager.

A point to distinguish: Exit interview is a step in the process of offboarding – the whole process of support staff leave the company in an orderly manner. Exit interview is not the whole offboarding, which is only a small part, but rich in valuable strategy if done properly.

1.2. The role of Exit interview in hr management

Exit interview is not only to “recorded farewell” is a polite way – it is a strategic tool to help businesses continuously improve sustainable. When deployed, they interview severance can bring the practical benefits follows:

• Understand the true cause why employees leave: Not always the reason stated on the application for stay is also true reflection of reality. A the exit interview can safe space for staff to share the truth: maybe they feel undervalued, environment, or not given the opportunity to grow. This is the information that the business can't have if you just look from the internal report.
• Improve process management and internal culture: reflections from staff leave often to see the blind spots in the management such as leadership style does not fit, the volume of work overload or welfare system, lack of flexibility. The catch is these problems from the root will help business adjust policy more suitable.
• Enhance brand image recruiting (Employer Branding): When an employee feels respected to the last minute through listening, feedback, sincere, then likely they recommend the company to others still. In contrast, the superficial in interview severance may cause the business to lose points in the eyes of future applicants.
• Contribute to reduce the rate of quitting in the future: According to a survey by Harvard Business Review, there are up to 72% of companies reduce the rate of employee once done exit interview the right way and transform feedback into action real improvement. This is the figure indicates the value can not be ignored by the form of this interview in the context of labor market fluctuations powerful.

In summary, the exit interview is not merely an interview which is a feedback channel strategy to help businesses look at ourselves through the prism of those who chose to leave. If done properly, this will be instrumental in hr management efficiency, cost saving recruitment enhance organizational capacity, creating a culture of continuous development.

2. Process Exit interview professional

Done Exit interview (interview severance) is not only a step in the procedure of the holiday, which is an important part of strategic human resource management long-term. However, to this interview brings real value, businesses need to have a process, basically from the time of organization, person, taken to collecting data processing. Here are the guidelines to keep in mind.

2.1. Time taken

An Exit interview effectively need to be made before the date of the holiday official about 3 to 5 days. This is the time the employee has completed most of the work delivered and are psychologically stable to share frankly. If done too late, the employee may have lost connection with the organization or no longer motivated to engage seriously. On the contrary, if done too early, feedback can not deep enough because employees are still sticking with the job.

For example, A technology company in ho chi minh CITY.HCM ever done Exit interview right in the first week employee apply vacation. The result is vague, does not reflect the true problem because workers also feared. After adjusting the time taken about 3 days before the stay, response rate, quality has increased markedly.

2.2. The interviewer fit

Who made the interview severance decisive role, the openness of the interviewees. Ideally, the interview should come from the hr department or a neutral party, not direct management of staff helps to eliminate pressure barriers in sharing the real reason why they decided to leave.

In addition to the neutral, the interviewer should have the skills to listen actively, communicate skillfully, and especially know to ask questions open to exploit depth information, which does not cause feeling of soi review or reviewer.

An example practices: At a business in the retail sector, after the transfer of the role interviews from the team to the professional HR training, listening skills, the number of comments and suggestions constructive increased by more than 40% compared with the previous one.

2.3. The questions Exit interview template

Content questions in interview severance should be designed aims to explore the causes that make employees leave, at the same time find out what score can improve in the organization. These questions should be suggestive, not forced, encouraged to share true multi-dimensional.

Some suggested questions:

• What is the main reason why you decided to leave?
• Is there anything that the company can do differently to you in back?
• Experience working at the company are what makes you satisfied or not satisfied?
• You may feel be listened to assist in the process of working?
• Are you ready to introduce company for your friends or loved ones don't?

Business can build sets of questions or download for free documentation: “Sample questions Exit interview effectively”.

Note: In some cases, if employees feel difficult to share directly, can provide the survey anonymous to their choice feedback form the most comfortable.

2.4. How recorded data processing

Organize an interview resignation is just the beginning. The real value comes from the way business is recorded, aggregated data analysis to detect trends, issues the system and take action to improve fit.

Some common methods:

• Notes system: Personnel should use the standard form to record content, avoid notes discrete.
• Digitized data: Using Google Form or software HRM for easy storage, integrated over time.
• Analysis in Excel or Power BI: Filter the information by department, rank, reason for leaving uncommon to find out the core problem.
• Associated with improvement action: do Not stop in statistics. Data Exit interview should be shared periodically with senior leaders to make decisions to change policy or management training.

For example: A business logistics discovered that 60% of employees leave for reasons of “did not see the opportunity and career development”. Thanks to data analysis, Exit interview, they've rebuilt the route promoted and organized internal training, to help reduce the rate of absenteeism from 28% to 16% after 1 year.

Process Exit interview professional not only help businesses parting staff in a civilized manner, but also opens the door to learn valuable from the people who have left to go. When done post the right people, right time, right method – interview severance will become a strategic tool to help businesses improve the working environment, retaining talent and building a culture of sustainable development.

3. So how to interview resignation is effective?

The customer care department of Software Personnel Management SureHCS please tell your 5 this global note following while performing Interview severance:

3.1 Prepare the interview questions only the most important

We do not maintain a meeting too long by will not be effective. We won't take the time for collecting the information is not correct, the content should have. You can perform information gathering interview severance equal to two steps:

• Bdivisors 1: Set the table multiple choice questions noted all the issues so employees can mark the fastest. Ensure you got back before holding the interview.
• Bdivisors 2: Organize an interview on the holiday, with open-ended questions brief, the focus has prepared. It ensures you dig deep is the information on the inside. Questionnaire open this can vary depending on each employee based on the results of inference, ratings you need information extraction what's more, after you've receive a questionnaire test.

3.2 Create the atmosphere of the meeting open and trusting

Please help employees understand that I need to hear from them with positive attitude. Please ensure they are not anxious to meet you. Let's help them understand there are no barriers whatsoever with what employees want. Whether it is as they say to anything or any individual.

3.3 ask questions and pay attention listen to staff

This is at the listening Skills of your be use in a radical way. Listen carefully and ensure acknowledge the comments and share from staff. This is not the time you use your presentation skills. This is also not the time you spent time to explain to employees. Things to do at this time is to encourage people say the lead concise question. Intelligent questions according to the emotions staff to extraction efficiency. And finally, make sure you record the receipt of all information when the exchange.

3.4 maintain meeting with just enough time

Time is too short, you may not receive feedback in full. If you want to save time, then, no cause is found hiding deep within. You need to have enough time to lead to employee share information. However, too long, will also lead to the story is dragging, emotions staff is dominant. From that information, sometimes no center of gravity, hung up on the content can't be that there is a problem intrinsic DN. Maybe 120’ is the maximum time you can make up for an interview out of a job.

3.5 control emotions in communication

Employees may have to share right or wrong by looking. This is all normal by the way out is different for everyone. So if that staff could be wrong, make sure you always balance the emotions. You sure I won't be angry, do not hastily cut in, avoid criticism, debate. Please note this is a time to listen. It is time employees share and finally skillfully adjust the information has not exactly clear content and positive attitude.

Let's try to understand the positive aspects and income information from the honest assessment of the employee. Let's collect the necessary information and make the most respected employees in the casting out of a job. You will easily find the new solution helps ENTERPRISES improve labor productivity. From here, BUSINESSES have the changes practical, and to give employees a work environment desired, mount the long-term.

4. Sample interview severance professional for business

Sample interview severance is a tool to support businesses collect information systematically reviews the reasons employees quit their jobs objectively and identify potential problems in the culture, policies or processes, internal management. In addition, this form also contributes to ensure the experience leave of employees takes place, professional, respectful and transparent.

A sample interview severance casual professional includes the basic content such as:

• Personnel information: Name, department, title, date vacation work.
• Reason for leaving: Voluntarily or is terminated, specific reasons.
• Reviews about the work environment: Culture, management, benefits, opportunities for advancement.
• Suggestions to improve: The suggestions or constructive feedback from the employee.
• Committed to handing work and administrative procedures related.

The use of standard templates help HR team save time, easy data analysis and decision making timely improvements in hr strategies.

DOWNLOAD SAMPLE Exit interview INTERVIEW SEVERANCE FOR FREE HERE

5. Frequently asked questions about Exit interview

5.1. Exit interview should be done on time?

The ideal time to perform an exit interview (interview severance) is within 3 to 5 days before the last working day of the. This is when the employee has completed most of the work delivered, are psychologically stable than ready to share candidly. If the organization is too late, interview to become form; if too early, the staff still affected by the instant emotional and not yet ready to give unbiased reviews.

Choose the right time to help increase the quality of feedback to clarify the real cause why employees leave, this is the premise for building the retention policy more effective.

5.2. There should be recording the interview it work?

Can record, but you need to ensure the principle of voluntary transparency. Before recording, business compulsory to ask permission and get the consent of personnel. Recording helps avoid missing important information, convenient for the synthesis, analysis after the interview. However, if workers don't feel comfortable should be a priority notes to ensure openness.

Important note: The recording should not become a factor that employees are afraid to share. Air the interview's work to ensure the friendly, non investigation or scrutiny.

The collected data will be accurate, more complete, contribute to the source information on the quality for the reported hr.

5.3. Software support manager Exit interview effectively?

Currently, many software human resource management (HRM) has integrated support feature management exit interview professional. Some typical solutions:

• Lac Viet SureHCS: allows creating a form interview severance versatile, manage appointments, store feedback, and automatically analyzes the data by department, location, reason for the holiday.
• BambooHR: systematic survey of the holiday with intuitive reporting to help track trends, propose improvement actions.
• Workday: Integrated data analysis enhancement, support measurement indicators mounted, reason left in a large scale.

Use software to help standardize processes, saving time and handling increase the ability to analyze trends the holiday, from that building strategic hr more sustainable.

5.4. How to staff open share in the Exit interview?

One of the biggest challenges of the interviewer's job is to create the environment sufficiently reliable to employees willing to share it. To do this, businesses should:

• Choose interviewer neutral: Should be hr professionals instead of directly managed, to avoid pressure or conflict of interest.
• Commitment to information security: insist that all feedback will be used for the purpose of improvement, not the individual.
• Use language neutral, encourage, not force: show real interest, instead of control points.
• Provides options survey anonymously if the employee does not want to exchange directly.

Practical example: A manufacturing company in Binh Duong has increased by 35% level of honest feedback from Exit interview after allowing the choice between face-to-face and anonymous surveys via email.

When employees feel heard, respected to the last minute, they are ready to leave the valuable information to help organizations understand and improve the effectiveness of human resources in the future.

Interview severance not only is the final procedure in journey work of the staff but also a valuable opportunity for businesses to learn, improve and grow. Applying a template interview professional will help this process takes place coherent, respectful and more effective – just show appreciation to the workers, just contributing to the construction of enterprise culture positive, transparent. Business as seriously with this process, have the opportunity to retain talent in the future and limit the causes that led to the holiday is not desired.

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