Don't shut the door on their way out.
For any of a thousand reasons, they decided to leave. Unfortunately, the deed is done; case closed and filed.
For many companies, that's where it ends. As a result, you may lose many a good employee without ever knowing why: What could you have done to prevent it? How can you keep it from happening again and again?
But it doesn't need to be this way. Keep the door open with OpenDoors.
OpenDoors reaches out to former employees to find out why they left and what factors made them receptive to their new position. It digs deep to discover what was missing for them in your organization and what made
them open to change.
Typical exit interviews are invariably slanted by the stress and politics of leaving a job.
You can gather much more valuable feedback after a “cooling down” period, through telephone interviews conducted by an impartial third party trained to elicit candid, in-depth information from former employees.
This insight led us to create OpenDoors, a unique post-exit interview program that keeps the door open between you and former employees with a line of communication that helps you to gain from people who have nothing to lose.
In the race to stay ahead, it pays to keep the door open.
Listening is an art form. Taking an "open door" approach to learning after the final employment lifestage can lead to profound insight that will help you to:
- Reveal your organization's nuances that make your opportunities ideal for some, while dissuading those candidates who would not be a good fit.
- Develop new interview questions that will better determine, from the start, a candidate’s compatibility with your culture.
- Re-hire people you wish you hadn’t lost.
OpenDoors probes the differences – good or bad – between your operation and a new company from the former employee's perspective. It ascertains what they're looking for from an employer. And that question of questions, what would it take to get them to come back? (When asked, they often do.)
OpenDoors is conducted over the phone by a trained psychologist, and respondents are paid for their time and answers, ensuring candor. Bottom line, you get greater insight into how to market effectively to current, past and potential employees.
How can employees contribute to your bottom line after they’ve left the payroll …
or before they return?
Just ask us.
