The case study:
Exit Interviews are conducted by many employers with employees who are leaving the firm for any reason. These are interviews, usually conducted by a human resource professional just prior to the employee leaving. The assumption is that the employee will be candid because he or she is leaving. However, the information one gets is more likely to be questionable. Researchers found that at the time of separation, 38% of those leaving blamed salary and benefits, and only 4% blamed supervision. Followed up 18 months later, 24% blamed supervision and only 12% blamed salary and benefits. Getting to the real issues during the exit interview may take some real digging.
Do you think exit interviews are a worthwhile procedure for HR departments? If yes, why? If no, why not?
Exit interviews are worthwhile procedures for Human Resources (HR) and the organization as a whole; particularly when planning for new positions, analyzing compensation or benefits and possibly for incorporating feedback into performance review systems. To ensure an exit interview results in quantifiable data, the HR professional (HRP) tasked with engaging the exiting employee must take on an investigative role. The interview should be flexible, in that the HRP does not just ask a set of "canned" questions and awaits the employee response. There must be "drill down" questions and/or follow-up to all employee responses.
For example, if an employee states they are leaving due to salary and/or benefits, additional ...
This solution is about 500 words and explains why an organization should conduct exit interviews with employees, along with providing practical examples of how to go about getting candid, detailed responses.