RefLynk is an automated reference check system, but it can be used in many different ways. One use could be performing exit interviews. Exit interviews can be awkward, inefficient, and unproductive. No one actually wants to participate in one, but it is something that can be very beneficial for both parties. So how can an exit interview be made less awkward, but just as productive? The use of RefLynk can make this happen.

With RefLynk, an exit interview can be conducted by both parties without ever having to meet face-to-face. RefLynk surveys are customizable, and are sent via text message and/or email to the candidate. This not only eliminates the awkward meeting, but it also elicits a few other pros of using RefLynk to conduct exit interviews. These include:

Honesty - It is a lot easier to be honest when filling out a survey online than it is to be honest in a face-to-face meeting. If there is anything negative to say, chances are, it will come out through RefLynk more often than in the conventional exit interview.

Time-Saving - Scheduling meetings can be difficult. Everyone is busy, everyone has other responsibilities, and it is hard to get people’s calendars to match up. With RefLynk, there would be no need to waste time scheduling meetings.
Records - Because the exit interview is conducted through RefLynk, you will have a copy of the report. This could be great for filing, and for keeping record of exit interviews.

If your organization uses RefLynk, you don’t only have to use the service for your reference checks. You would be able to use it anyway you wish with exit interviews being a perfect example. We, at RefLynk, know how important time is for any organization. As the saying goes, “time is money”. RefLynk can save your organization hours when it comes to things like reference checks and exit interviews. The more time you save here could result in more time used in other realms of your organization.

If your organization does not conduct exit interviews, or if you would rather continue doing them face-to-face, don’t worry. RefLynk can be used for things other than reference checks or exit interviews. So, if you are looking for more ways to use RefLynk, please make sure you keep an eye out for our upcoming blogs. We will touch on other ways RefLynk can be used to benefit your organization.

If you would like to learn more, or if you want to know if RefLynk can be used in a certain way, please consider scheduling a 1:1 demo/conversation with one of our team members to talk about it and see the system. You can sign up for a demo/conversation by filling out this form: RefLynk 1:1. We would be more than happy to set that up for you. Thank you so much for your interest in RefLynk!

The life cycle of an employee within an organization normally will consist of the following stages:

Application
Candidate
Vetting
Hire
On-Boarding
Career Development
Advancement
Resignation or Termination
Exit Interview

This cycle is relatively standard across most careers in multiple verticals whether it be professional or unskilled.

Vetting and Exit Interview: Both stages are vitally important to the employment cycle. A careful examination of employee turnover rates in multiple industries reveals that vetting and the exit interviews both serve similar purposes and share similar components. Part of the Vetting process that is often overlooked is reference checking. Reference checking is nothing more than gathering data on a candidate from multiple sources. Methods used for reference checking are:

Phone
Face to Face
Email
Mobile Texting

Technology has advanced in such a way that reference checking can now be automated to save time and gather more in-depth data on the candidate.

The exit interview is similar in purpose to the reference check and can be carried out using the same methods. The exit interview normally takes place as the last stage when a current employee transitions to a former employee. There are many possible reasons why an employee leaves a position. Whether leaving voluntarily or involuntarily, the key issue is WHY the employee is leaving. It is vitally important that the employer discover why the employee is leaving. This information is a must for an employer to collect and process in order to identify any patterns in turnover. Of particular interest is the possibility that the employee and the job were a mismatch from the very beginning. If so, the employer can use information learned from the exit interview to tweak the hiring process. Perhaps the employment interview didn’t target the needed skills, or there was a fail in the vetting stage.

Common methods used for conducting exit interviews are basically the same as those used for Reference Checking:

Phone
Face to Face
Email
Mobile Texting

Phone- historically the most common method. Issues include: time suck, cooperation of the former employee, information often limited because of the very nature of a phone conversation.

Face to Face- historically the second most common method used for interviews. Issues include: awkwardness on both the interviewer and interviewee. There is always the possibility that the interviewee’s responses are less than honest.

Email- becoming more popular because of potential increases in time savings and candid feedback; therefore, may get more transparent or real data. Email also offers the interviewer an opportunity to ask more questions. Issues include the acceptance and participation of the exiting employee. There is also the possibility that emails can get lost in the volume of emails received.

Mobile Texting- Just now becoming acceptable by business standards. It is exceptionally accessible because texting reaches the former employee “where they live” i.e. their mobile phone.

The common theme in Reference Checking and Exit Interviews is: DATA. The increase in amounts of data that can be collected in an efficient manner is vitally important in making informed decisions both the hiring and exiting processes. Automating these processes can lead to increased amounts of data which will, in turn, lead to much-improved processes.

Conducting Exit Interviews with RefLynk

Are You Conducting Exit Interviews?