Exit Interviews: Do You Know Why Your Employees are Leaving?

June 27th, 2014

You may not have a serious problem with high turnover, and your actual numbers may fall in line with industry averages in your industry…but if you lose even one valuable employee for preventable reasons, you can and should be doing more to prevent this situation.

As the saying goes, your most valuable form of capital is your human capital, and great employees always add intangible value to your enterprise. So if there’s any resource at your disposal that might keep them happy, productive, and onboard, don’t ignore this resource, and don’t let great people slip away.

Find out what your teams want and need—and may be missing—by making sure every departing employee completes a detailed exit interview. And as you draft your interviews, keep these tips in mind.

1. Include a verbal and written component.

Have your HR manager sit down with the departing employee for a face to face conversation on his or her last day. But in addition to the meeting, make sure you also give the departing employee a chance to fill out a short survey or questionnaire that will capture her thoughts in writing.

2. Keep your interviews open and non-judgmental.

Recognize that your employee won’t be fully honest if she fears backlash in the form of a negative recommendation, and a less-than-honest review won’t help you.

3. Keep your interviews specific.

Encourage your employee to speak freely, but provide structure in order to target areas in need of improvement. For example, try questions like these:

“Is there anything we could have done, or any resource we could have provided, that would have convinced you to stay?”
“If you can link your decision to leave to a single event, can you describe that event?”
“Can you describe the primary appeal of your new employer and explain what they have to offer that you aren’t finding here?”
“What did you value/dislike most about working here?”
“Can you share your feelings about our management, leadership, and the company in general?”
“Can you share your feelings about your job? Were there specific aspects of your work that you liked/disliked more than others?”

4. In your written survey, include 1 to 5 ratings of specific metrics.

For example, ask your employee to provide an overall rating of the company’s leadership, culture, communication, integrity, etc.

For more sample exit interview questions and tips that can help you motivate your employees and reduce turnover, contact the staffing experts at PSU.


Three Indispensable Job Search Branding Tips

May 9th, 2014

“Personal branding” means using the basic techniques of business marketing to help potential employers keep your name in mind after they skim your resume and move on to the next one in the lineup. Just a few little moves can help you stand out and make your personal story a little more compelling and a little easier to remember later on. Like a catchy commercial jingle that runs through your head all day long, the right hook can grab and keep a manager’s attention.

Branding may not have much to do with your actual skills sets and qualifications for the job; it just involves a set of moves that tie your professional details together into a seamless and appealing whole. Start with these:

1. Harp on single, simple theme.

If you’re an engineer but you were a baker during an earlier chapter of your life, pitch yourself as “the engineer who used to be a baker”. Your dual skill sets and diverse experience are rare (no other candidate will share this unique story). And if you can explain how these two qualities overlap and inform each other, your message will be hard to ignore.

2. Choose a color.

Choose one color that can be subtly woven through your entire job search process, from the layout details on your resume to the tie or scarf you wear to the interview. Keep in mind some of the color associations that we share as a culture. For example, red: passion. Yellow: a sunny demeanor. Green: creativity. Blue: calm and emotional control. Purple: dignity. Orange: friendliness and extroversion.

3. Choose a tone.

Keep your tone professional but consistent throughout your resume, cover letter, and interview. And no matter which tone you choose, make sure it aligns with your chosen color. For example, if you’re a “green” creative candidate, keep that theme alive in each of your written and spoken communications as well as your visual presentation.

4. Keep your online information consistent.

When employers type your name into a search engine, the first few results will probably include your social media profiles, personal website, and blog. So use these platforms to tell a coherent story about who you are and what you can do.

Contact the staffing experts at PSU for more on how to send a strong branding message and find the right position for your skills and needs.

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