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When you conduct an exit interview, it’s because an employee is leaving and you’d like to find out why. But have you considered conducting entrance interviews? These are interviews with newer employees – typically after they’ve been on the job for a while – to get feedback about how they’re faring. Here are two key reasons entrance interviews are so important:

Reason #1: They can help increase retention.

Consider this statistic: One third of new hires quit after about six months on the job. One of the top reasons people leave? They don’t know what’s expected of them.

At your company, you can offset this alarming statistic through entrance interviews. These interviews give you a chance to sit down and talk with newer employees about questions they have and issues they’re facing, and to clarify goals and expectations. If there is a problem, this helps you to get them back on track before they’re too far off course. And it also sends the message that you value and care about employees and are striving to be an employer of choice.

Reason #2: They can provide you with valuable insight.

As a manager, you’re constantly looking for ways to retain top talent. Entrance interviews can provide the insight you’re after. You can learn about what motivates each individual employee and also identify common challenges. As a result, you can develop and offer more meaningful job opportunities and provide adequate support and development along the way. Your employees will therefore be happier, more engaged and deliver better performance.

So what kinds of questions should you ask during an entrance interview? Here are a few important ones:

  • What one thing would you change about your work environment?
  • What would you like to see more of at our organization?
  • Do you understand what’s expected from you on a daily basis?
  • What are your goals at work?
  • Do you feel like you’re on target toward achieving your goals?
  • Are there ways I can support you better in your job?

When people first show up at a job, they’re typically motivated, excited and eager to please. It’s poor management experiences – such as unclear goals and expectations – that cause them to grow disengaged and quit. Instead, conduct entrance interviews to get to the root of any issues early and quickly, drastically improving employee satisfaction and productivity, while also cutting down on the need for exit interviews.

Need more help attracting and retaining top talent? Call PrideStaff.

As leading recruiters in Tempe, we have the knowledge, experience and proven processes in place to help you not only source and hire qualified, dependable candidates for your team, but keep them on staff, as well. We make the process easy! Contact PrideStaff today to learn more about how we can help you.

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