Stay Interviews – Retaining Talent and Commitment

22nd October 2012

We came across an interesting article from Recruiter recently, which explored the concept and theory of “Stay Interviews,” the perfect complement to entrance and exit interviews. Below, we have summarised accordingly.

It’s safe to say that the majority of us will jump between jobs and careers in our lives, as markets change and our skills adapt. There are few industries in which people tend to remain permanently, and even fewer people who stick with one career, particularly with one company. But for those who do, it’s important for the employers to find out the reasons why. It’s particularly important for companies with high turnover rates and who fail to retain staff to find out too. 

Discovering you’re your workers are or are not looking elsewhere for a job is a great way to identify corporate strengths and weaknesses within a business, and adapt them for better success rates. In large conglomerates, individual staff members at lower levels can often feel overlooked and these one-on-one stay interviews can be used as a vehicle to show the employee their value. But managers and supervisors should also be interviewed: they can be engaged by the company and taught how to conduct these interviews with their respective teams.

Employers will often be able to identify problems quickly through the form of common issues arising over a large group. The follow-up to these stay interviews is crucial to the success of your company, and conducting these on a regular basis will help the health and forward momentum of your business.

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