Exit interviews will be more commonplace. With one in five employees expected to change jobs this year, you may have already lost some of your team. Did you hold an exit interview? If you didn’t then you could be missing out. It’s your opportunity to find out things that need to be actioned to help improve your retention rates. No matter the size of your company, it’s likely you don’t really know how your employees are feeling. So, utilising the exit interview for an insiders view is invaluable.
But how do you make sure that you get the best out of your time? You need to carefully consider what you’d like to find out. And more importantly, what you’ll do with it.
First, let’s cover some exit interview do’s and don’ts
Exit Interview Do’s
It’s always best practice to get a member of the HR team to conduct the interview. Your employees may be more honest with HR than with a line manager or director. Your employees will need to feel comfortable that their honesty will be appreciated. It’s important that they don’t feel judged. Reassurance is also key when it comes to confidentiality. An employer is likely to share more if they know it’s not going to be widely shared.
Exit Interview Don’ts
You know the well-known phrase about making assumptions. It’s important not to assume anything. Keep an open mind and don’t allow bias, or even disappointment to creep in. Don’t email a list of questions and expect an honest response. Exit interviews should always be conducted face to face if you are to really benefit. And finally, don’t forget to say thank you. Thanks the employee for their time and their honesty. Remember, they are likely to share some of their experience with their colleagues.
Questions to ask
It’s key that you approach each exit interview individually. Having a set list of questions that you use for every employee isn’t going to give you the answer you need. However, here’s 10 examples to get you started –
- What was it that made you start to look for another role?
- Was it the salary or the culture that attracted you to this new role?
- Do you feel that you were supported in your role?
- Did you feel that you could cope with your workload? – Burnout is on the rise. This is a key question to determine if it’s a problem in your workforce
- Have you been given extra training?
- Did you receive regular feedback from your line manager? – If so, it’s good to ask if it was predominately positive or negative
- Do you feel that you have all the tools you needed to do the role?
- Is the company culture what we promote it to be?
- Do you feel that your contribution was recognised?
- What would be one thing you could change about your role?
Looking to recruit?
If you are performing an exit interview, it’s likely there’s also the need to hire. The jobs market isn’t what it used to be. With more vacancies than ever before, it’s getting harder to find the right candidates. That’s where using an agency comes in. In times like this, it’s important that you are still able to secure the best people for your role. Working with an agency can make it all a lot easier. When you choose to work with Langley James, you get to benefit from our decades of experience and network building. This is where your next hire can be found.
So, if you are looking to recruit into your IT team, get in touch with our IT recruitment experts today and let’s help you to recruit someone worth recruiting.
Do you need to recruit IT staff right now? Finding the perfect IT professional to join your company is difficult. The UK, for the first time ever, has more open jobs than it does unemployed people. And the combination of Covid and Brexit probably haven’t helped. However, you still aim to source and recruit the best of the best who will fit both your role and company culture. Like everyone, you’re no doubt already busy/ Recruiting is always an extra thing to add to your long to do list. You’re battling to turn around an attractive job description, market your role, source ideal candidates, search through piles of online applications and conduct interviews. It’s a very time-consuming and lengthy process. But with time really of the essence in this market, it’s not the best way forward.
The market is moving so quickly, even if you do see a couple of remarkable candidates, you rush to contact them only to find out they are no longer available. Who’s snapped them up? One of your competitors maybe? Maybe it’s a competitor who has utilised a great recruitment agency like us?
If you feel like you’re losing the IT recruitment battle and you’re looking to boost your efforts, working with an IT agency is a strategy to consider.
The benefits of working with a recruitment agency to recruit IT staff
Here are just a few reasons why you should be working with an IT recruiter to source your next IT expert:
IT recruitment is our passion. We understand how important each candidate touchpoint is, along with strategies to source, engage with and convert talented applicants into keen candidates. This experience is invaluable in the current market. You need to partner with an agency who knows what works and how to get the best results for you.
A good recruiter will have a detailed understanding the market and their area of specialism. A recruiter who specialises in IT will have the industry knowledge to find you the perfect candidate. They understand the skillset you need, and some will even have hands-on experience themselves. Therefore, in a skills short market, if you’re struggling to find exactly what you need, a specialist IT recruiter may be able to make suggestions on how to widen your search.
Connections are invaluable to recruit IT staff
And it’s not just the experience to understand who you are looking for, and how to find them. Recruitment agencies will have a large pool of candidates. This is what sets us apart! Not only will a recruiter have an excellent database of candidates that they have been building over a number of years, but they will also have a strong network they can tap into. It’s amazing how many candidates get the job of their dreams for a recommendation from a colleague. A recruiter knows how to utilise their connections to get the best results for you.
At Langley James, we’ve been recruiting IT staff for 22 years now. Our network of candidates is one of the strongest in the market. This is what you really need in the current climate – a recruiter with a very strong database.
An IT recruiters’ mission is to support you in finding the ideal candidate. However, they also support their pool of talent to find the ideal role and workplace. It’s the perfect combination.
Wouldn’t it be great to be able to hand over your IT recruitment needs to someone you can really trust? Someone who will get the job done and secure the very best candidate for you with minimal fuss. Allowing you to focus on what you’re good at – your job. Recruiters live and breathe recruitment. We know how to get results, even in the current market. A recruiter will have a plethora of tools at their fingertips that helps make your recruitment process more efficient. We know how to attract the right candidates. We can even make contact with people who may not actively be looking for a job but are likely to be excited by your opportunity.
But saving you time when you recruit IT staff isn’t the end of the story. Better still, a recruiter can even save you money by ensuring they source candidates who will become long-term, loyal employees. We do this by matching not just skills, but ambitions, values, and culture fit. This reduces the likelihood of starting the recruitment process again a few months later!
Finding the right recruitment agency
Not all recruitment agencies are the same. Therefore, it’s important that you select and work with the most suitable one for you and your business. Be sure to work with an agency that reflects your company values and can positively represent your company.
Once you’ve found the right recruiter for you, you’ll have a team of experts at hand, ready to find you the next pool of talent!
To find out how we work and how we can help you today, contact our team on 020 7788 6600