An exit interview is a survey conducted with an individual who is separating from an organisation or relationship. Most commonly, this occurs between an employee and an organization, a student and an educational institution, or a member and an association. This being clearly defined by

An organization can this use this as valuable information gained from an exit interview to assess what should be improved, changed, or remain intact with staff leaving the companies employment. More so, an organization can use the results from exit interviews to reduce employee, student, or member turnover and increase productivity and engagement, thus reducing the high costs associated with turnover. You will be amazed at what information we have seen from candidates. In fact some candidates have rather decided to stay with current employers when doing exit interviews as candidates are impressed with companies that care and look after all well being for all parties. Companies have been gob smacked in being able to identify data from conducting exit interviews and has proved to be a highly valuable exercise to do.

Some examples of the value of conducting exit interviews include shortening the recruiting and hiring process, reducing absenteeism, improving innovation, sustaining performance, and reducing possible litigation if issues mentioned in the exit interview are addressed.

It is important for each organization to customize its own exit interview in order to maintain the highest levels of survey validity and reliability.

We at The Recruiter offer Exit Interview assistance for our clients that can improve and / or minimize your current staff turnover.

Feel free to book your consultation with one of our consultants who can assist you in improving performance by doing this simple exercise or help with a future placement.

Recruiter regards,

Grant de Jongh