Using HRIS for Exit Interviews

You can simplify the exit interview process with a HRIS. Using software helps ease the administrative burden of your HR staff.

Using HRIS for Exit Interviews

Employees leave voluntarily for a variety of reasons. While no one likes to see employees quit, it’s important to use the experience as a learning opportunity. Why an employee chooses to leave can help you improve the job or company for the employees that remain.

Turnover can be expensive, potentially costing more than an employee’s annual salary. Exit interviews can be a valuable source of information if you have high employee turnover. The information you gather from the interview can help you prevent turnover in the future.

You can simplify the exit interview process with a HRIS. Using software helps ease the administrative burden of your HR staff.

What Is Exit Interview Software?

Exit interview software collects data from exit interviews and offers an analysis of that data. This type of software can also offer different exit interview options for leaving employees to complete. While a typical exit interview may take place in an office setting, exit interview software allows the interview to take place elsewhere, such as the employee’s home or on a mobile device. Exit interview companies may also offer exit interview software as part of a larger HRIS.

How Important Is Exit Interview Software?

Companies can conduct exit interviews without software and have been doing so for a long time. However, doing so without software is a missed opportunity for having a better understanding of the company’s turnover. Exit interviews are essential to collecting data vital to reducing turnover. Turnover can cost a company a lot of money. Anything that can help reduce the turnover rate is worth the investment.

In addition to making it easier to conduct exit interviews, exit interview software can also offer insights based on the results of those interviews. These results and insights are key to understanding why employees leave. There may be patterns extrapolated from the data that can help you reduce turnover.

Key Features of Exit Interview Software

The key to getting the most out of your exit interview software is to ensure that it has the key features that you need. Before looking for software, consider first what features are must-haves. The following features are some common features that you should look for in an exit interview software. Exit interview vendors may offer different features in their software, so it’s important to

Survey Questions

If your company has a lot of seasonal staff or temporary employees, a survey format may be the best option for exit interviews. Each exiting employee can fill out a survey through the exit interview survey software and their answers automatically stored in a database for later analysis. It’s not as personal as a one-on-one interview, but this method can handle many exit interviews quickly and without burdening your HR staff.

Anonymous Questions

In order for exiting employees to be honest with their feedback, it’s important to offer anonymity. If employees know that the exit interview survey is anonymous, they’re more likely to share their true reasons for departure. If departing employees believe that their feedback will be attached to their names, they may not disclose everything for fear they won’t get a good reference.

Customizable Questions

Customization is also essential. Every company has unique needs, so it doesn’t make sense for every company to use the same set of exit interview questions. Some questions may be standard, but it’s also important to be able to create your own. This can help you get more specific feedback on why an exiting employee has decided to leave.

When you create exit interview questions, it’s important to be specific. The idea behind exit interview surveys is to generate actionable data. If your questions can elicit specific information from your employees when they fill out the survey, you can find out if there’s anything your company can improve to better retain employees.

Personal Interviews

Personal interviews are a vital part of the exit interview process. You’ll have an opportunity to ask personalized questions and understand why the employee is resigning. The personal interview process can’t be done by a HRIS, but the results can be recorded into a database. These results can then later be analyzed and compared to other interviews.

Conducting personalized interviews has the added benefit of allowing the employee to leave on a positive note. Employees that you maintain a good relationship with can be kept in your HRIS database as potential contacts to work with in the future.

Interview and Survey Flexibility

Using a HRIS to manage your exit interviews gives you the flexibility to conduct interviews in the way that best meets your company’s and the resigning employee’s needs. Interviews don’t have to be conducted only in the office. Exit interviews can now be conducted over mobile phones and recorded. Another option is to use video software to conduct the exit interview. Surveys can be conducted from the employee’s home on a computer or on a mobile device.

Automation and Reporting

A HRIS can store data from both surveys and one-on-one interviews for later analysis. It’s important for a company to know if there is a pattern to why employees are leaving. Issues within the company cannot be addressed if they are unknown.

Perhaps the employee left because they just weren’t a good fit for the job or the company. But it’s also possible that there’s a problem manager who is driving good employees away. It’s important to understand the reasons an employee is leaving, whether they’re good or bad. A HRIS can not only store that information but help you to see patterns over time in generated reports.

If your company is looking for a HRIS solution that can handle exit interviews, visit our software match page to let us help you find the software that best fits your needs. You can also view a list of HRIS software we work with to help you begin your search.


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