Exit Interview – How to Conduct It Properly?
A job interview, also known as a recruitment interview, is the first direct contact between a prospective employee and a company. After the employment relationship ends, there is often a similar conversation with offboarding employee called an exit interview. This is a tool that allows identifying the reasons for an employee’s departure and provides an opportunity to gather feedback about the company. Enlightened employers recognize the value and importance of dialogue with departing employees. In this article we will explain how to conduct the best exit interview.
Benefits of Exit Interview
A well-conducted exit interview brings significant benefits to the company, including in the call center industry. The insights shared by departing employees are valuable pointers for the company. It’s an opportunity to streamline certain processes, reduce future turnover among employees, and improve employee retention rate. However, these are not the only reasons for utilizing this HR tool.
An exit interview is a chance to gauge the departing employee’s attitude towards the organization. It also allows you to uncover the strengths of working in a call center and the aspects that employees value in the company. Inviting someone for an interview or asking them to complete an exit interview survey is also evidence that the organization values employees’ opinions and strives to make the company a better workplace.
Exit Interview questions
Typically the HR department handles the exit interview process after the employee is leaving. The interview can be conducted through an exit survey that the employee completes before or after giving notice. Another way to understand the reason for leaving of a call center employee is through a face-to-face interview. Impartiality of the interviewer is crucial in this context. This ensures that all received information is considered genuine and substantive.
Exit interview questions can take the form of closed-ended or open-ended questions. Closed-ended questions provide specific and easily analyzable data. Open-ended questions allow for further elaboration and detail on the information received. During the interview, topics such as the assessment of working conditions in a specific role or relationships with supervisors and colleagues may be addressed.
Additional questions typically revolve around suggested changes in the company and identifying the company’s strengths and weaknesses. The data obtained is considered constructive because departing employees tend to give more honest feedback and be open when sharing their opinions.
Exit Interview Best Practices at CCIG Contact Center Company
CCIG Group, as a leader in the call center industry, places a strong emphasis on communication between employees and employers. Information shared during the recruitment interview is crucial, but so is the information that call center employees have to convey after their employment ends.
Read more: Contact Center Outsourcing – Does it Bring Value to Your Company?
CCIG Group recognizes the importance of information provided by departing employees. The results of employee exit interviews are monitored and analyzed regularly. The feedback received gives the opportunity to use the information gained to implement changes, improve employee experience, work environment, and call center operations.
By conducting exit interviews, companies can gain insight into the reasons for employees leaving, improve employee morale, and create a more positive company culture. This approach helps in retaining top talent and reducing turnover rates among current employees.
Explore our specialized back office services designed to enhance and streamline your exit interview process. Benefit from comprehensive data analysis, reduced administrative burdens, and best practices to retain valuable feedback from departing employees.
