Business The Human Resource department agrees that exit interview is one of the most effective employee separation tools that has helped the organization in tapping valuable information to strengthen its policies and processes. Companies have been found to make good use of these interviews to achieve their workforce related objectives. In fact, companies which have outsourced the process are found to make a better use of it, as compared to the companies who are trying to manage it by themselves. The purpose with which companies take up the task of conducting interviews are generally three-fold. First is to be able to gather relevant information on the reasons behind employee separation, to manage departmental resources and systems better, and lastly, to improving employee retention rate. The effectiveness of the interviews is measured on the basis of fulfillment of primarily these three objectives. Roping in an agency to manage the exit interview process has seen to be a good option for companies. This results into allocation of HR’s time to more important tasks, while the agency looks into the lengthy and time-consuming employee separation process. It is also preferred because research has revealed that respondents feel more comfortable with a third party interview that the company’s interviewer, thus, resulting in more accurate responses. Also, cases of biasedness is observed to be low which allows the analysis to be more transparent and insightful. The process undertook by third party separation interviewers primarily involves 3 broad stages. The first stage, case initiation, starts with the receipt of details of exiting employees from the client company. An exit form is asked to be filled by the candidate. Submission of dully filled form initiates the process of an interview. Post the submission of form, an appointment is created for a detailed interview. The interview is conducted telephonically and as per the specifications provided by the client company. Post the interview, a detailed and comprehensive report is created that best captures the exit employee feedback. In addition to it, the separation interviewer collates and analyses feedback of employees exiting within a stipulated time duration so that the client company can benefit from collective opinions and look at collective grievances. The analysis also help the interviewer in providing the client valuable recommendations and customised solutions. Thus, and effective process not only reveals what is there on on the employees’ mind but also reveals the ways the organisational mechanisms can be enhanced which will further add to the growth of the organisation. About the Author: 相关的主题文章:

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