Why You Should Never Stop Interviewing

April 19, 2016 Abby

I recently found myself chuckling at an Inc article that featured photos of 10 startup offices around the world.  It wasn’t the nap net or the ball pit meeting room that struck me funny, it was the concept that companies are investing more time and even more money into creating an attractive work environment in hopes to lure top talent.  And I 100% believe this strategy works.



Never_Stop_Interviewing.jpg 

I’m not sure if it’s because of my millennial status or my quirky personality, but I have always been attracted to companies that pride themselves on making work fun for their hard-working employees. Heck, I’ve even worked for a company where t-shirts and jeans were encouraged and the fridge was always stocked with beer.  But just as I imagine is the case for those startups, those shiny baubles started to fade and the only thing I could see was how unhappy I was with the actual work I was doing. 

Attracting top talent and interviewing promising candidates is only half the battle.  Sure, you may have snagged the most creative and passionate hire you’ve had in years, but what happens after the interviews and onboarding process is complete?  Have the perks of your company clouded their expectations of the actual role they were hired for?  Studies show that 61% of employees say they’ve found aspects of a new job different than expectations set during the interview process. Is it surprising then that by the age 35, 25% of workers will have held at least five different jobs?

Often the most overlooked retention tool among HR Professionals and managers is the “stay interview.”  The interview that occurs prior to employment and the exit interview that happens after it is already too late, leaves a gaping hole of feedback during an employee’s tenure.  These retention interview “pulse checks” should be used to determine and gauge every individual’s career-related wants and needs. Not only do stay interviews make a person feel heard and valued, but they also provide unique insight that an employee satisfaction survey may not.

Try to keep these check-ins as relaxed as possible and encourage your employees to be as candid as possible. Here are a few easy questions to get the ball rolling:

What do you like most about your current role?

What do you like least about your role?

If you could hold any position in this organization, what would it be and why?

On a scale of 1-10, how happy are you here?

On a scale of 1-10, how satisfied are you with your current responsibilities here?

Describe your current relationship with your manager.

Where do you see yourself in 5 years?

Are you treated respectfully by your coworkers and management team?

Do you feel appreciated at work?

Has your organization ever performed retention or stay interviews? If so, what valuable knowledge have you gathered from them? Tell us in the comments below!

Abby moved to the great state of Michigan and joined the Baudville team as the Digital Marketing Coordinator in 2016.  An admitted social media fanatic and grammar-lover, she's excited to play to her strengths by contributing to Baudville's blog, social media channels and e-marketing efforts.  Want more great ideas?

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