Toolkit for Conducting Exit Interviews
This webinar will give you all the tools you need to start your Exit Interview program or improve the one you have. It isn't rocket science but there are best practices and considerations for doing them well. Our intent is to get you up to speed as quickly and effectively as possible.
- A copy of the PowerPoint slide deck
- 179 sample interview questions in 11 different areas
- A sample Exit Interview Policy for you to personalize
- A sample Exit Questionnaire
- Live question and answer period
- Learn the 7 steps for implementing a program
- Understand the value of developing a listening culture
- Receive 13 reasons for implementing webinars
- Understand the difference between the employee's perspective and the employer's perspective
- Receive the pros and cons of face-to-face, phone, questionnaire, and consultant interviews
- Learn who should conduct interviews and when they should be held
- Learn the value of 2nd interviews
- Receive suggestions for making the employee comfortable and getting honest answers
- State the ins and outs of questionnaire administration
- Answer how to handle involuntary terminations
- Learn when offering confidentiality can be a problem
- 15+ considerations in conducting the actual interview
- Keys to effective listening
- Importance of documentation for legal protection
- Learn considerations for analyzing and reporting information
- Learn the importance of taking action and getting the most out of the interviews
- HR Directors
- Business Owners and Senior Leaders
- HR Generalists and Interviewers
- Directors, Managers, and Supervisors
- Anyone wanting to Develop a Listening Culture
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues.
Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.
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