Three tips to redefine the exit interview

The exit interview used to be a mere formality. The workforce would contribute to a leaving present, and the employer and HR would chat about their time at the company. 

However, all this is changing. Speaking to HR Grapevine, Liza Bennigson, Business Development Director at KonnectAgain, said the process should be radically different. Departing staff should be good brand ambassadors, while their new employer could be a potential client. 

Rehiring in the future should also be considered. These “boomerangs” cost half as much to acquire as a new hire, can hit the ground running twice as fast, and often have higher retention rates. 

"Boomerangs are uniquely valuable because they offer an outsider perspective combined with an insider’s knowledge of company process and culture," says LinkedIn Co-Founder Reid Hoffman.