1 December 2014

Asian companies take feedback from exit interviews seriously

According to the latest Focus Asia white paper from international recruiter Robert Walters, the majority of organisations felt that honest feedback can be exchanged with formal or informal exit interviews, with seven out of ten organisations in Asia conducting them. 

The Acquiring Insights From The Exit Process To Build A Better Workplace report notes that making improvements to the business based on such insights could attract and retain high calibre professionals in the future.

The research surveyed over 1,200 professionals and hiring managers across mainland China, Hong Kong, Indonesia, Malaysia, Singapore, Taiwan, Thailand and Vietnam. The study examined the formal processes organisations conduct with exiting employees, and offers recommendations on how to glean valuable insights about a company’s culture, operations and management to implement positive changes.

Toby Fowlston, Managing Director of Robert Walters Singapore, said: “While the focus of the recruitment process is often on attracting the best professionals, giving the exit process enough consideration is equally as important. Many employers overlook the opportunities which exit interviews can present. If managed carefully, the exit process can be a way for employees to leave on a positive note or provide employers with the opportunity to make a counter offer. After all, every employee is an ambassador of the organisation even after leaving their jobs.”

Other findings include:

 Seven in 12 employees (58%) did not tell their employers of their unhappiness before starting a job search

 Almost two-thirds (63%) of employers who presented counter offers to resigning professionals were turned down

 Five in 12 professionals (42%) only disclosed their job search after they had signed the new employment contract

 Five out of six (85%) employers can identify employees on the verge of resignation

 Four in ten (44%) of professionals felt that their exit interview process was worthless

Click here to view the complete white paper.