Video interviews aren’t just for hiring new employees, they are also for learning from attrition. If you are an organization that is large enough to forecast annual turnover, chances are that you are large enough to need a standard operating procedure for managing the employee exit process. Gathering feedback from employees that have decided to leave the company, is your ticket to addressing shortcomings before more employees leave. The problem? The traditional exit interview process tends to be a bit uncomfortable and awkward.
Enter, Video Interviews
A more natural format for exit interviews, we think, is giving the departing employee some breathing room by letting them provide their feedback via a one-way video interview. In that format, they can gather their thoughts and share their perspectives without the external pressures of having to deliver tough feedback face-to-face with an exit interviewer. Want to increase the likelihood that your crucial questions get candid and forthcoming responses? Reduce the pressures associated with face-to-face feedback and implement an “exit interview” via digital interviews.
As you gather exit interview feedback, think about how you’ll use the per-question rating system. We suggest you consider using it as a rating system of how actionable the feedback from the exiting employee was — that way you can cruise through your trailing history of exit interviews and easily spot the most actionable (highest star-rating) responses. This should help you jumpstart the process of prioritizing feedback from video interviews, analyzing patterns in the feedback, and creating an action plan for the changes you need to make at the company.
Your Handshake and Well Wishes
You should still connect with the candidate in person as the clock ticks down on their final day in the office. Your handshake and warmest well-wishes should still be in-person. Video interviews are no replacement for that. However, you’ll simplify, improve, and lighten that conversation by knowing that you’ve already gathered their most critical feedback and that you are on the path to addressing items that might otherwise have gone unaddressed and led to additional attrition.
Want help configuring RIVS for exit interviews? Connect with us here.