Human Resources Training, interview, Interview training

How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews

recruiter-and-interviewee

Fremont, CA: TrainHR, a leading provider of professional training for the human resources industry, is organizing a webinar on the topic, “How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews” on February 13. The speaker at this one-hour learning session is Marcia Zidle, CEO of Leaders At All Levels.

Please visit https://www.trainhr.com/control/w_product/~product_id=702304LIVE/?wordpress-seo to enroll for this webinar.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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Whenever the organization’s HR senses that an employee is planning to leave the company soon, it should not hesitate to talk to the employee about it. This conversation should go beyond the superficial greetings and good wishes and small enquiries. This, however, should be done only after HR gets credible information that an employee, especially a senior or important one, is planning to leave. HR should be open, frank and specific during this one-on-one conversation. This session, called a stay interview, should be done to gauge the employee’s intention.

Depending on how well it is carried out, stay interviews can have the effect of helping the organization retain a key employee. It goes without saying that retaining the talented employee is of utmost importance for the organization, as a recent Harvard Business Review article entitled “How to Keep Your Top Talent” shows: it says that about 25 percent of an organization’s top talent plans to leave within a year of joining.

Since it is very critical for organizations to retain talented people, HR make effort to do so. In consultation with management, it should proffer concrete suggestions and offers for what the organization has in mind to retain the employee.

Probe the reasons

The essence of the stay interview is that it should probe why the employee is planning to leave. HR should come up with a set of questions that should, while being informal, should be standard and structured. It should dig out the reasons for which the employee has made up her mind to quit and should explore all avenues for retaining the employee.

The pay, the work environment, the growth prospects or lack of motivation or employee engagement-any of these could be reasons for which the employee is planning to leave. The stay interview should get to understanding the exact reason. At this webinar, Marcia will explain the ways of eliciting these. The core point of note is that when done properly, the stay interview can be very effective at reversing the employee’s decision to quit since they are personalized, give the employee the opportunity to speak her mind out, bring out concrete remedial actions, and are inexpensive.

She will cover the following areas at this webinar:

  • Identify five key factors that impact an employee’s desire to stay or leave
  • Recognize four possible “triggers” that cause the employee to consider leaving
  • Learn how to ask probing questions and conduct effective, efficient stay interviews
  • Survey a list of eight retention actions to increase employee’s loyalty and commitment
  • Review a sample of stay interview questions and develop your own customized list to ask
  • Discover how to develop stay plans for your employees and manage accountability
  • Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview formant and how to handle possible resistance.

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About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

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