PMA Exit Interview Program

The PMA Exit Interview is a systematic process for capturing, tracking and statistically analyzing important turnover data. The information is gathered by PMA to provide fact-based data on turnover causes, suggest retention solutions, assess the value of the employee turned and enable to client to potentially re-engage and reacquire lost talent assets.

In today’s tight labor markets the ability to attract and hire top talent is increasingly more difficult. Stemming the tide of turnover is serious. Reacquiring lost talent will become critical.

Why Outsource Exit Interviews:

• Knowing why turnover is taking place –critical

• Stemming the hemorrhage in profits that turnover causes – critical

• Knowing if we should have lost the employee – critical

• Re-engaging and reacquiring the lost employee – priceless!

Benefits of using PMA:

• Understanding turnover causes and trends.

• Identifying factors that increase retention.

• Evaluating a turned employees value.

• Being able to re-engage and reacquire the turned employee.

• Encouraging management accountability for turnover reduction.

• Evaluating the success of current policies and practices for existing employees.

• Collecting information on hiring competitors.

• Discovering unethical behavior or security violations.

• Minimizing risk for future litigation.

Do You Need PMA’s Exit Interview Program?

• You need PMA if you are serious about strengthening your bottom line.

• You need PMA if your company lacks a consistent and reliable exit interview process.

• You need PMA if you don’t have time to do exit interviews.

• You need PMA to assist with collecting Competitive Intelligence.

• You need PMA to lower your cost per hire.

• You need PMA if you want to reacquire lost employees.

How Does the PMA Exit Interview Program Work?

PMA will work with the client to design and customized the PMA Exit Interview Questionnaire to reflect the clients concerns. Exiting employees are then interviewed as per the clients exit interview questionnaire. A turnover information database is established and reports are prepared showing turnover causes for the total organization or for client’s selected demographics.

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter

• Ranking of turnover causes

• Specific reasons and explanations for each turnover cause

• Pay, benefits, and name of current/future employer

• Interest in re-employment

• What it would take to re-acquire the employee, if possible.

• Reasons for working for the new employer

• Suggestions for reducing turnover and increasing retention

What Does the PMA Exit Interview Program Cost?

Costs are based on the number of exiting employees, the number of completed interviews, the interview design and length, demographic reporting parameters, the method of data collection, and the frequency and complexity of reports generated. Costs range from $25.00 to $65.00 per completed interview depending upon the services selected.

WHY OUTSOURCE YOUR EXIT INTERVIEWS WITH PMA  

Outsourcing the exit interview process offers many advantages. Below are the primary reasons our clients prefer to outsource their exit interviews to PMA.

1. Frees your staff for other issues that are best done internally
2. Provides an impartial perspective that encourages the respondent to speak openly when discussing sensitive issues. When exit interviews are outsourced, there are far fewer concerns about “burning bridges.” The interviewer does not become defensive. There are no confidentiality breaches. The data cannot be tampered with, edited, or distorted.

3. An external company achieves higher participation levels.

4. Past surveys have shown that some human resource professionals may think they know why someone left, and they may be tempted when time pressured to exclude the person from the process. Or, they may say, we would not want to rehire this person so why conduct an exit interview. In this case, you may be overlooking important information.

5. An external provider is able to attempt to contact the person for several months following their last day of work.

6. Ex-associates are more inclined to share with an external company their plans for filing a legal case.

7. Insures a consistent process is followed throughout the process. All exiting employees are asked the same questions. Everyone is offered an exit interview. No one is excluded. The interviews get done and are done consistently.

8. People are more open to convey information about the new employer and who the new employer is with a third party. Many interviews are conducted after the employee has spent two-four weeks with their new employer. At this time, they are more knowledgeable of what their new opportunity is and how it is different from what your company offered the person.

9.  An external company is able to make comparisons with an external database and make suggestions on how to utilize the information.

10.  Former employees do not have to fear that if they tell the truth they may receive a poor reference

11. It is another check on ethics, integrity, and management behavior. Managers cannot request exit data be withheld as is possible with internal resources who conduct exit interviews.

12.  Managers know that a third party will be calling all former employees. This is another incentive for managers to act in ways consistent with “Best Practices.”

13.  It protects the safety of internal human resource professionals who also may have concerns about reprisal or “attacking the messenger” from gathering and reporting the information.

14.  Builds a common database throughout the organization from which business units, locations, and other demographic data may be compiled and retrieved.

15.  Interviews are conducted when people are free to talk candidly about their experience and not preoccupied with their work tasks.

FREQUENTLY ASKED QUESTIONS

What is the PMA Exit Interview Program?

PMA Exit Interview is a systematic process for capturing, tracking and statistically analyzing important turnover data. The information is gathered by PMA to provide fact-based data on turnover causes, suggest retention solutions, assess the value of the employee turned and enable to client to potentially re-engage and reacquire lost talent assets.

How Does The PMA Exit Interview Program Work?

PMA will work with the client to design and customized the PMA Exit Interview questionnaire to reflect the clients concerns. Exiting employees are then interviewed as per the clients exit interview questionnaire. A turnover information database is established and reports are prepared showing turnover causes for the total organization or for client’s selected demographics.

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter
• Ranking of turnover causes
• Specific reasons and explanations for each turnover cause
• Pay, benefits, and name of current/future employer
• Interest in re-employment
• What it would take to re-acquire the employee, if possible.
• Reasons for working for the new employer

• Suggestions for reducing turnover and increasing retention

How Much Does It Cost?

Costs are based on the number of exiting employees, the number of completed interviews, the interview design and length, demographic reporting parameters, the method of data collection, and the frequency and complexity of reports generated. Costs range from $25.00 to $65.00 per completed interview depending upon the services selected.

How Long After An Employee Terminates Do You Conduct The Exit Interview?

We conduct the exit interviews within different time frames according to our clients’ needs. The approximate time frame is from before the employee’s last day of work to two to four weeks following the exit.

Why Is The PMA Exit Interview Program Needed?

The cost of turnover erodes company profits. Depending on the employee’s level, this cost can be very high. Rarely is this hidden cost understood or used to improve the organization. As a matter of fact, most companies have never tracked this cost.

Companies typically do not have a consistent and reliable process for interviewing exiting employees. Exiting employees tend to be concerned about references and re-hiring possibilities and are cautious about conveying their perceptions. The information garnered by the PMA Exit Interview Program is used to increase retention and thereby improve profits.

For Example:

The U.S. Labor Department estimates turnover costs for employees earning $25,000/year are $7000/person. For a company with 100 exits a year, this amounts to $700,000. When an employee’s average earnings are $50,000/year, the cost of turnover is $15,000 per exit or $1,500,000 per year for 100 exits.

The PMA Exit Interview Program is an affordable investment that has the potential to save your company thousands of dollars each year.

What Information Will The PMA Exit Interview Program Provide?

You will receive fact-based, objective information utilizing qualitative and quantitative research covering:

• Turnover causes for total organization and for each demographic parameter
• Ranking of turnover causes
• Specific reasons and explanations for each turnover cause
• Pay, benefits, and name of current/future employer
• Interest in re-employment
• What it would take to re-acquire the employee, if possible.
• Reasons for working for the new employer
• Suggestions for reducing turnover and increasing retention

How Are Employees Notified of the Interview?

When an employee resigns, PMA will contact the employee by both email and telephone to schedule an appointment to conduct the exit interview. A telephone interview then conducted requiring about 15-20 minutes of the exiting employee’s time.

What makes the PMA Exit Interview Program Different From Our Competitors?

• The PMA Exit Interview Program doesn’t just provide turnover metrics. We help you to conclude if the employee turned should have been kept. If yes, we provide invaluable information on how to re-acquire them.
• Flexible interview questionnaire design. We design our questions to reflect the information you deem necessary. We are not a one template fits all program.
• Data collection methods are easily consolidated into one database.
• Highly trained professionals conduct interviews supervised by Certified Personnel Consultants.
• PMA helps the client utilize the information for retention and re-acquisition solutions.