Senior Hr Officer
Hr Consulting ,trainer -creative Thinking
Sohini Basu Roy
13th May 2008 From India, Ahmadabad
Am sure you have recieved ample formats for the exit interview.
Would like to thank all the members for the same...
While i would like to mention some useful tips as herein :
1. Please conduct this exercise on his/her the last day when you have shown the F & F settlement to the would be ex-employee and assure that he/she would get the same once he/she completes the exit interview process.
2. Also, use this opportunity to build the atmosphere of trust and faith that her comments would not be used in retributive manner and the whole exercise is geared up to improve the working conditions of the company.
3. Also, use the time to probe the points as mentioned in the exit interview format by the would be ex-employee.
4. At the end of the meeting;prepare the summary of the discussions and also proposed action points to be reviewed which should be sent to the Top Management for comments and review.
19th May 2008 From India, Pune
Exit Interview involves Knowledge Transfer
IT is the time, I am sure any employee will come out in truth to his level best.
Empathy must be there while conducting Exit Interviews.
As HR Person Ensure that some points raised by the employee taken care of.
Exit Interviews to be conducted for both Employees who have resigned & also terminated.
Exit Interviews for Terminated to be done with Extra Care.
Some Points & Articles on How to Conduct Exit Interviews
The Art of Exit Interview
Ask the right question - While you have a lot of questions in mind, do not ask irrelevant questions regarding personal life. Offer to help them only if you can. Here are some of the questions you may want to ask -
- Why did you join this organization?
- What did you like and dislike most about this company?
- What prompted you to look for a new job?
- What is most appealing about the new position?
- How would you rate your supervisors and peers?
- What are your suggestions for improving the organization?
Exit interviews and Knowledge transfer - tips for employees and employers, sample questions and answers
Exit interviews are interviews conducted with departing employees, just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement. Exit interviews (and prior) are also an opportunity for the organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement, or even to brief a team on current projects, issues and contacts. Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc.; in fact anything that determines the quality of the organization, both in terms of its relationship with its staff, customers, suppliers, third-parties and the general public. Many employers ignore the opportunity that exit interviews offer, chiefly because exit interviews have not been practised in the past, and starting them is a difficult initiative to undertake, given the potentially subjective and 'fuzzy' nature of the results; the time involved; and the unspoken corporate urge to avoid exposure to criticism. Exit interviews are nevertheless a unique chance to survey and analyse the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in their jobs. In leaving an organisation, departing employees are liberated, and as such provide a richer source of objective feedback than employed staff do when responding to normal staff attitude surveys.
Click the link to continue,,
20th May 2008 From India, Coimbatore