When running a staffing agency, it’s good to know why employees leave your company, and it’s good to help your clients make their exit transitions as smooth as possible. If you can find that out, you can utilize the critique for a future employee, and ensure that the employee leaves on good terms.
A good exit interview will help your company better handle your remaining and future employees. Exit interviews are very common and highly effective, although there are employees that aren’t put through one. An exit interview is basically like getting a full review about your company on someone’s last day. It’s a positive experience that is beneficial to both parties involved. If you have a staffing agency and you’re planning on implementing exit interviews, you’re going to want to know some questions to ask and how to best handle the conversation. Here’s how to conduct an exit interview, courtesy of Insperity:
Plan the Meeting
An exit interview needs to take place in person, and no other way. Not only is it a kind gesture, but it will also prove fruitful to the conversations you’ll have. Another thing that can be done is sending home an exit interview on paper and meeting up in person after to discuss it. Make sure the meeting happens two days before termination. Be ready to explain why you’re doing this, and prepare a list of questions.
Ask the Right Questions
The more candid the interview is, the better it will be. Everything should just seamlessly flow and feel natural. Even if you have the same set of questions that you use in every interview, it’s easy to change the way a question is worded. Asking that particular range of questions will help you pick out common answers that you want and weave out the rest, and it will prevent potential employment practice liability (EPL) claims.
Start the interview by making the interviewee feel comfortable—tell them that they don’t have to answer all of your questions, and let them know that these questions are just meant to gauge their feelings and improve the experience for future employees. Also, ask for permission to share reactions with management—if they are under the impression that their answers are confidential when they aren’t, that could cause trouble down the line. Here are some questions that you could ask a potential employee:
- Why are you leaving?
- What is the company doing right? What are they doing not right?
- How could conditions be improved?
- What would you do to improve the situation that is causing you to leave?
- How do other employees feel about the current situation? The company in general?
- What isn’t the company currently doing, that if it started to do, would improve things?
- Describe your general feelings while working here.
- What are three things you enjoyed most about working here?
- If you could change three things, what would they be?
- Are there ideas that you wish you implemented while here?
- Describe the best three things that have happened while working with your supervisor.
- What would you change about our employee orientation program?
- What three people made a positive impact on you at the company?
- What advice do you have for the next person in your position?
These are just some of the things that you can ask while conducting an exit interview. No matter how you choose to conduct your interviews, make sure that all of your questions are in accordance with employment law, and protect your agency with a Staffing Insurance program.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.