No Time for A Sharp Exit

In his latest blog, EMBS founder Simon Bucknall tells companies this is no time for a sharp exit. 

Last week, I threw a little poll out on LinkedIn, just a quick “Did you get an exit interview when you left your last job?” kind of thing.

It all stemmed from a chat with a hiring manager who needed to fill a vacancy, but couldn’t tell me why the last person had left.

And the results? Well, they weren’t exactly shocking. Over 80% of the 400-odd people who replied said “nope, nada.” Which, as someone who spends their days matching brilliant people with brilliant jobs here in the East Midlands, makes me want to bang my head against a wall. See, I’m not just about filling seats. I’m about fixing problems, about making workplaces better. And if you don’t know why someone’s leaving, how on earth can you stop it happening again?

Let’s face it, even the best companies lose good people sometimes. It’s the modern world. But a well-done exit interview? That’s gold dust. It’s your chance to get the real, unfiltered truth about your company culture, your management, everything. You’re not going to get that kind of honesty from someone still on the payroll.

Think about it: recruiting and training new people is expensive. High turnover means something’s broken. And while you can’t bring back the people who’ve already left, you can sure as heck learn from their experiences. You can spot the patterns, the recurring complaints, the little niggles that add up to big problems. You can turn those negatives into positives and make your company a place people actually want to stay.

And here’s a little secret: those leaving tend to be brutally honest. They’ve got nothing to lose. Which means you’re going to hear things you might not like. But it’s vital you listen, and that you keep it positive. After all, you never know when someone might want to come back.

So, what should you be asking? Well, a few of my favourites are: “Why did you start looking?” to get to the root cause. “What made you accept the new job?” to see how you stack up against the competition. “How would you describe our culture?” to spot those worrying trends. And, of course, “What could we have done to keep you?” because sometimes, the simplest questions get the best answers.

Bottom line? Exit interviews aren’t just a formality. They’re a chance to learn, to grow and to build a better workplace. And for us recruiters here in the East Midlands, they’re a vital tool to help us find the right person to fill the role.