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exit interviews

Learning From Exit Interviews

exit interviews

It’s always tough when people leave, particularly those who have added a significant amount to the team or business. But it is essential to understand that it’s a normal part of everyday business and to not take it personally. Exit interviews are a fantastic opportunity to learn from a departing staff member. Here are 5 things to keep in mind during this process:

 

1. Knowledge Transfer

First and foremost you need to ensure you’re getting a proper handover from a former employee before they leave. Not doing so is quite risky as once someone leaves a company I’m pretty sure they won’t want nor expect a call from you asking where a file was saved or who was looking after the new account. So make the meeting count and take as much time as is needed in order to get the information transferred safely.

 

2. Uncovering Internal Issues

Like it or not, no company is perfect and your employee may be leaving due to internal issues in the company. Maybe there has been a lot of change? Maybe certain staff members are causing problems and this has led to low morale. Maybe the training isn’t up to scratch? Or people are working too hard? Or maybe there’s not enough work? What better way to find out than from someone who’s leaving. They won’t hold back and if you want to get to the bottom of things this is your chance to get to the root of problems.

 

3. Get Insight into Managers’ Leadership Styles

This meeting is also a good idea to get an insight into various managers’ leadership styles. This will give you a better  idea of how your company runs, who people seem to like and don’t like. This isn’t a gossip session but a learning Q&A exercise.

 

4. Benchmarking Exercise

Make sure you find out what your leaver has been offered that clinched the deal for them. Whatever the reasons for leaving, get as much information as you can on the benefits your competitors are offering. This information is invaluable.

 

5. Treat Departing Employees with Gratitude

The way you treat someone when they are leaving is really important. Former employees are ambassadors for your brand and there is always a chance that a former employee could one day be your client. Keep this in mind next time someone leaves.

Posted by Marina Morrissey, Managed Services on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”