(Created page with '{{OrgPsy}} An '''exit interview''' is an interview conducted by an employer of a departing employee. They are generally conducted by a relatively [[Neutrality (philo…') |
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| − | An '''exit interview''' is an [[interview]] conducted by an [[employer]] of a departing [[employee]]. They are generally conducted by a relatively [[Neutrality (philosophy)|neutral]] party, such as a [[human resources]] staff member, so that the employee will be more inclined to be candid, as opposed to worrying about |
+ | An '''exit interview''' is an [[interview]] conducted by an [[employer]] of a departing [[employee]]. They are generally conducted by a relatively [[Neutrality (philosophy)|neutral]] party, such as a [[human resources]] staff member, so that the employee will be more inclined to be candid, as opposed to worrying about burning bridges. For this reason, some companies opt to employ a third party to conduct the interviews and provide [[feedback]].<ref>[http://hr.ucsb.edu/memos/dlistl/2008/2008-05-14_dlistl.php Exit Interview Program Memo]</ref> The purpose of an exit interview is usually to gather data for improving working conditions and [[retention rate|retaining employees]].<ref>[http://jobsearchtech.about.com/cs/interviewtips/a/exit_interview.htm Exit Interview<!-- Bot generated title -->]</ref> Common questions asked in exit interviews are, "What are your primary reasons for leaving", "What did you find most satisfying about your job", "What did you find most frustrating about your job", "Were there any company policies or procedures that made your work more difficult", etc.<ref>[http://www.hrvillage.com/hrforms/ExitInterview.htm Exit Interview Form<!-- Bot generated title -->]</ref> Many career advisers recommend treating an exit interview like a [[job interview|hiring interview]], in that [[criticism]] of the past employer should be limited to statements about the company as a whole, rather than specific individuals.<ref>[http://monster.typepad.com/monsterblog/2005/05/treat_your_exit.html The Monster Blog: Treat Your Exit Interview Like Your Hiring Interview<!-- Bot generated title -->]</ref> |
[[School]]s may also conduct exit interviews with [[student]]s before [[graduation]], or even as a requirement of it. This is sometimes called a graduation interview. |
[[School]]s may also conduct exit interviews with [[student]]s before [[graduation]], or even as a requirement of it. This is sometimes called a graduation interview. |
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| + | ==See also== |
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| − | During [[election]]s, [[pollster]]s may conduct random [[exit poll]]s, though these are not required. |
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| + | *[[Personnel termination]] |
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==References== |
==References== |
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Latest revision as of 00:40, 15 December 2009
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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline
An exit interview is an interview conducted by an employer of a departing employee. They are generally conducted by a relatively neutral party, such as a human resources staff member, so that the employee will be more inclined to be candid, as opposed to worrying about burning bridges. For this reason, some companies opt to employ a third party to conduct the interviews and provide feedback.[1] The purpose of an exit interview is usually to gather data for improving working conditions and retaining employees.[2] Common questions asked in exit interviews are, "What are your primary reasons for leaving", "What did you find most satisfying about your job", "What did you find most frustrating about your job", "Were there any company policies or procedures that made your work more difficult", etc.[3] Many career advisers recommend treating an exit interview like a hiring interview, in that criticism of the past employer should be limited to statements about the company as a whole, rather than specific individuals.[4]
Schools may also conduct exit interviews with students before graduation, or even as a requirement of it. This is sometimes called a graduation interview.