According to Think HR, recent questions have arisen around the effectiveness of Exit Interviews. Their experts respond, “Exit interviews can be a handy tool — if you’re prepared to act on what you learn.” Not only can exit interviews be useful, but in the Staffing Industry, “End of Assignment” interviews can provide valuable insight for you and your client companies!
These interviews typically use one of two formats: an in-person interview or a form the employee completes independently. An in-person (or phone or video conference) interview allows for follow-up questions if the employee says something you’d like to know more about, while a written form lets the employee give more thought to each item and answer at a pace that works for them. They may also be more honest if they don’t have to answer questions face to face.
Think about what type of information would provide the most value to your organization, then develop your interview questions around that. Getting honest feedback (even if it’s not what you want to hear) is vital to improving your staffing firm. Additionally, it will provide you with the information you need to partner with your clients.
**If you answered “No” to any of the above questions, please feel free to explain.
Keep in mind that a written end of assignment interview should be short, as the employee probably won’t want to spend a lot of time on it. We recommend keeping it to 5-6 questions at the most.
If conducting the interview over the phone or in person, when you are done with your list of prepared questions, ask the employee if there is anything they’d like to add.
If the assignment was completed successfully, this might be the perfect opportunity to ask for a candidate referral and/or ask if they’d be willing to post a positive review for your company.
Again, be prepared to act on what you learn!
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