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Asia – Regional bosses making the most of exit interviews

28 November 2014

The majority of companies in Asia are using feedback from exit interviews to boost their business, according to a new white-paper from recruitment firm Robert Walters, reports humanresourcesonline.net

In a survey of 1,200 professionals and hiring managers across China, Indonesia, Malaysia, Singapore, Taiwan, Thailand, Hong Kong, and Vietnam; Robert Walters found that 70% of hiring managers use employee feedback from exit interviews to make improvements to their businesses. Only 15% said they simply file feedback away with the candidate’s resignation notice.

Most also said they conduct both informal (95%) and/or formal (90%) exit interviews in their company.

Sally Raj, Managing Director of Robert Walters Malaysia, 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,” she added.

The survey also highlighted the reasons employees leave their jobs, as explained to managers during their exit interviews, with the biggest reason being limited growth opportunities and being underpaid.

However, bosses believed employees being poached by other organisations was one of the biggest reasons staff left.

The majority (58%) of professionals did not tell their employers that they were unhappy before they started searching for another job. Once they resigned, only 46% received a counter-offer from their current company, of which about a third agreed to stay. 

Why professionals leave their job Why employers believe professionals leave their job
Limited growth at the company Limited growth at the company
Felt underpaid Approached by another organisation
No longer challenged Felt underpaid
Felt undervalued Unhappiness with line management
The corporate culture no longer fits The corporate culture no longer fits

To access the full report, click here