Exit Interviews, Why You Should Do Them

Kathy, your long time administrative assistant just gave her two-week notice.  Whether you saw it coming or not, (and I’m sure you’ll take little comfort in this next statement), you can learn something from every experience.

An exit interview is typically a meeting between at least one representative from a company’s human resources (HR) department (in most small offices, the owner) and a departing employee. (The departing employee usually has voluntarily resigned vs. getting laid off or fired.)

What’s the Purpose of an Exit Interview?

Human resources departments conduct exit interviews to gather data for improving working conditions and retaining employees. However, a hidden purpose is to help employers avoid costly litigation down the road, caused by “disgruntled” employees. In other words, limit your comments and take good notes.

About Exit Interview Questions

Employers ask exit interview questions verbally or in questionnaire form. These days, it’s not uncommon for exit interview questions to be in electronic questionnaire form on computers.

Exit Interview Questions – Samples

Listed below are samples of the types of exit interview questions that employers commonly ask departing employees.

  • What is your primary reason for leaving?
  • Did anything trigger your decision to leave?
  • What was most satisfying about your job?
  • What was least satisfying about your job?
  • What would you change about your job?
  • Did your job duties turn out to be as you expected?
  • Did you receive enough training to do your job effectively?
  • Did you receive adequate support to do your job?
  • Did you receive sufficient feedback about your performance between merit reviews?
  • Were you satisfied with this company’s merit review process?
  • Did this company help you to fulfill your career goals?
  • Do you have any tips to help us find your replacement?
  • What would you improve to make our workplace better?
  • Were you happy with your pay, benefits and other incentives?
  • What was the quality of the supervision you received?
  • What could your immediate supervisor do to improve his or her management style?
  • Based on your experience with us, what do you think it takes to succeed at this company?
  • Did any company policies or procedures (or any other obstacles) make your job more difficult?
  • Would you consider working again for this company in the future?
  • Would you recommend working for this company to your family and friends?
  • How do you generally feel about this company?
  • What did you like most about this company?
  • What did you like least about this company?
  • What does your new company offer that this company doesn’t?
  • Can this company do anything to encourage you to stay?
  • Before deciding to leave, did you investigate a transfer within the company?
  • Did anyone in this company discriminate against you, harass you or cause hostile working conditions?
  • Any other comments?

It’s always a sobering moment when an employee decides to leave. The end of any relationship is usually an uncomfortable moment for everyone involved.  Use the information you gain to your advantage and hopefully you can limit the number of exit interviews you ever have to do.

10 Questions to Ask Before You Hire an Audiologist

You need to hire an audiologist. You’ve run an ad on Craigslist or Audiology Online or Monster.com.  You’ve narrowed down your selection to a few resumes.  You’re ready to wave your magic wand over the pile until the resume for the perfect person for the job rises magically to the top of the pile.  Oh, wait, that isn’t how it works.  You mean I have to interview them, no one told I’d be interviewing anyone when I got into this person.  I have no idea where to start.

We’ve all been there; interviewing someone can be akin to having a root canal.  Yes, it’s necessary, yes you know you need to do it, but who wants to?  Start with a phone interview.  It’s less time consuming and will enable you to contact a greater number of potential hires without requiring the same time commitment as a face-to -face interview.

To make it a bit more palatable I’ve compiled a list of 10 questions. The questions are designed to uncover any potential audiologist’s strengths, weaknesses, long-term plans and sales aptitude.

10 Phone Interview Questions for Audiologists

  1. Why did you get in to the field of audiology?
  1. What do you think is the most interesting aspect of audiology?
  1. What personality traits do you possess that make you feel well suited for a private practice audiology clinic?
  1. Our practice sells hearing aids. On a scale of 1 to 10 rate yourself as a sales person.
  1. Why did you give your self that rating?
  1. With regard to the profession of audiology what do you think is your weakest attribute?
  1. If you could improve one aspect of your professional skills what would you improve?
  1. How do you feel about participating in marketing activities that create awareness about hearing loss and the practice?
  1. Do you ever want to own your own practice? (If yes, what is your timeframe and where would you want the practice to be located?)
  1. Why should I consider you for the position?

The answers to these questions will allow you to decide if there’s any point in setting up a face-to-face interview.  As you go through this list, keep in mind, with any potential hire; skills can be taught; attitude rarely changes. And one more thing to remember, human resources is all about putting the right people in the right place doing the right thing…. I know, where’s a magic wand when you need one!