Part of working in recruiting isn’t just bringing in new talent, it’s also understanding why current talent is leaving. Both are crucial parts of your recruiting strategy.
This is why it’s important that you’re a part of all exit interviews and discussions with employees who are leaving the company. While there’s never enough time in the day for recruiters, here are 3 things you can learn from exit interviews to apply to your recruiting strategy:
1) Employee dissatisfaction trends
An exit interview is the perfect opportunity to have an open discussion with employees about why they’re leaving and what wasn’t up to par about the company. Whether it’s the company’s culture, benefits, or salary, being a part of exit interview discussions will help you identify patterns that cause employees to leave.
If every employee leaving mentions a negative company culture, for example, this is your opportunity to make strides to fix it and reduce employee turnover.
2) Improve your job offer
Not only will exit interviews help you understand why employees are leaving, it’ll also help you understand why an employee accepted an offer at another company.
Did they accept because the company had better benefits? Because the salary was higher? The commute shorter?
Finding out why current employees left will help you make your own job offers more appealing to current talent. And, in today’s competitive job market, any insight into what attracts candidates is invaluable!
3) Strengthen your company brand
Your company brand, of course, impacts your recruiting and your recruiting strategy. Your brand isn’t just what you put on social media, it’s also what former employees have to say about your on sites like Glassdoor.
Meeting with employees before they leave gives you an opportunity to address any of their concerns and grievances with the company before they leave. While you can’t control what they post online, an honest conversation with an upset former employee is a great way to mend a potentially negative relationship.
Whether an employee is leaving due to the commute, a disagreement with a manager, or something else, it’s important to use the exit interview to make them feel heard and apply their feedback to make sure the negative things they experienced don’t happen to others.
How to Apply the Feedback to Your Recruiting Strategy
You’ve had candid conversations with former employees, repaired negative relationships, and now have a better understanding of how to differentiate yourself in a competitive market.
It’s time to apply the feedback you were given!
Of course, it’s nearly impossible to address every piece of feedback for larger organizations. However, in cases where there’s a feedback pattern, take the time to meet with the relevant people to discuss the concerns the former employees raised. This will help you, hiring managers, recruiters, and department heads develop a gameplan to make the necessary changes to ensure their concerns don’t happen again.
This time is also an opportunity to make relevant changes to your hiring process and recruiting strategy.
No matter where you go there will also be some form of employee dissatisfaction (you can’t please everyone!). However, your reaction to it is what helps or hinders the growth of your organization. Big or small, any feedback during an exit interview is important, and all former employees should be made to feel heard and understood. After all, you never know where your paths will cross in the future!