A No-Nonsense Guide to Automating Exit Interviews in 30 Days
Automating exit interviews

Ready to automate your exit interview process? Follow these steps.

Automating exit interviews is one of the best steps you can take to add efficiency and insight to your human resource management – and in more and more industries, it’s an absolute must to keep up with the competition. But what does it take to get started?

Many of our new clients are surprised to hear that we may actually get them fully operational with one month. It takes buy-in and cooperation from the client, but it’s not unusual. So what can you do to help us get your program off the ground in one month?

Schedule a consultation – day 1:
Your first order of business is to pick up the phone and get in touch with our team. We’ll walk you through the transition process and give you action items specific to your industry, employee count, location(s), and any other special aspects that could influence your goals and setup.

Gather your existing resources – week 1:
All the questions you’ve used and the common answers you’ve received will help you refine the types of things you’ll be looking for with your new system. If you’re just getting started with formal exit interviews altogether, that’s okay – but you may want to put a little thought into trends you’ve intuitively picked up on over the course of your time managing retention for your organization. Any information can help our team and your team focus efforts on the most productive and practical system.

Finalize objectives – week 2:
What are your reasons for automating exit interviews at your company? There are plenty of valid reasons, but your particular reasons will influence your questions, methods and reporting priorities. If you’re in charge of changing your interview process but haven’t given a whole lot of thought to what you’re looking to accomplish, consider setting some SMART goals: specific, measurable, attainable, realistic, and timely. It’s best to set these goals with your HSD Metrics partner before you get too far down the implementation path.

Choose your collection method – week 2:
HSD Metrics offers phone interviews, web interviews, and paper/mail interviews. We can work with one medium exclusively or with a combination of methods. Since our team manages the process on our end, you probably won’t notice a difference in terms of manageability on your end. However, you may want to think about what methods your exiting employees may be most likely to use. If you’re not sure, we can offer some advice based on our experience working with clients in your industry.

Prepare your HR staff – week 3:
Our software requires no training, but you will want to make sure all parties know how to initiate a new interview. You may also want to devote some resources to senior HR and management personnel to help them get acclimated to quickly interpret trends based on our results.

Even if your transition operation isn’t firing on all cylinders, we believe a month is a realistic timeline to automating exit interviews in a wide variety of organizations. Ready to get started with automated exit interviews for your organization? Contact our team at HSD Metrics today.