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I do always conduct Exit interviews to define real reason of leaving.
Positive feedback helps to define company drivers as well as negative points provide area for improvement.
There is a glitch in the question however my answer is : f you want to know the benefits of Exit Interview to an employee there are several : Although exit interview is more beneficial to an employer than employee ...
a) Employee can write free and fair things about company and by doing so he is discharging his final duty towards company by letting it know ....
b) It will help the employee while seeking reference from the company.
c) He can write the real reason, take out all his frustration and leave everything with the company, this will help him to start with new company afresh and make a new beginning.
There are several benefits of conducting an exit interview, some of which are as follows:
1. maintaining a data base of the reasons of attrition in the Company
2. through this database, patterns can be identified as to what are the major reasons for the attrition in the Company and which age band/ specialty /skills are leaving the Company most often.
3. informed an constructive steps can be then taken to control attrition.
Moreover the exiting employee feels important and Company's employer brand is enhanced.
Many employers and human resources professionals are committed to finding ways of making their workplace better. One important way to get information about possible improvements is by speaking with departing employees. A departing employee's exit interview provides employers with valuable information to measure the organization's success and can help the organization identify ways to continually improve the working environment.
According to our latest HRinfodesk poll that asked “Do you perform exit interviews?” it seems that48.95% of respondents think that it is important to conduct exit interviews to find out why their employees leave their workplaces, and25.85% think that exit interviews should be conducted only when they feel it is necessary. However,25.17% don't perform exit interviews and may not think it is necessary or see the value of it.
Below is a breakdown of the results of the poll and further information about why it is important to conduct exit interviews. Additionally, there is information on how to conduct exit interviews, including links to free tools and resources.
What is an exit interview?
An exit interview is an interview given to a departing employee, preferably when the employee leaves of their own volition. It is an excellent technique to gather truthful information about everything from:
In addition, exit interviews are also a good opportunity for obtaining feedback on employment issues such as vacation time and pay, health benefits, pensions and fringe benefits. The interview can also provide valuable insight about skills and abilities required to perform the job that the employee is vacating.
How can exit interviews be used, and what are the benefits?
After an individual leaves a job, the organization should know why the employee left and get some feedback on his or her job or volunteer experience. One of the simplest ways to do this is an exit interview.
Exit interviews can be used to gather information which can then play a part in preventing future employees from leaving the company, and improving the organization's overall working environment. By keeping track of the outcomes of exit interviews over time, employers can begin to identify trends and patterns as to why people leave the company. Employers can also determine whether turnover is higher in certain positions and departments, whether there are management issues in certain areas, and whether the organization is offering remuneration which is in line with the competition.
Research from human resources specialists has shown that a structured exit interview process is a way to provide better information as to why people are leaving and to determine if there are any trends that may be expose in an organization and allow the organization to make some positive changes.
Who should be interviewed?
Generally, you should only interview employees who have resigned. Employees who are dismissed are usually not very cooperative due to their emotions surrounding job loss.
If you perform exit interviews for employees who are being dismissed, allow a cooling off period. Send them a questionnaire by email or mail a couple days or even a week after they have left the company; and provide them with a date by which to return the questionnaire.
When should the interview take place?
Typically, conduct a face-to-face exit interview within an employee's last few days in the office. However, the interview should not be conducted on the very last day, in case the employee misses the appointment.
to understand the organization pitfalls and challenges
I agree with Mr Mohammed Asim Nehal and Mr Emad Mohammad Siad`s answers.
This exit interview is in favor of the company/organization. They can have lesson-learned from the employees behavior and a chance to improve their performance and a proof of employees consent to QUIT and documentation purposes.
to know why they left and fix it to save all employee
and maybe in the future use them again to re hiring
For me since I experienced anExit Interview, I was able to voice out my concerns to the Management that they needed somehow to give attention to.
An exit interview is a tool that assesses:
To find out the reasons for resignation
What are the weak points of the company
And how to address them
