The Biggest Recruiting Challenge and 3 Effective Ways to Tackle It

Learn how to successfully tackle the biggest recruitment challenge – talent shortage! 

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What is the biggest recruitment challenge?

Recently, we did an extensive audit to find out what is the biggest recruiting challenges HR professionals struggle with. To find out, we talked with our customers, reached out to the talent acquisition community and consulted global talent acquisition studies and research.

What we found out is that talent shortage is the No. 1 hiring challenge today. A study by the National Federation of Independent Business has found that 87% of HR professionals reported “few or no qualified applicants” for the positions they were trying to fill.

Unfortunately, this problem will only get worse. According to the McKinsey Global Institute study, in 2020 companies in Europe and North America will need 16 to 18 million more educated employees that are going to be available.

So what can you do to successfully tackle this common recruiting challenge?

Top 3 strategies to tackle the talent shortage

Here are the top 3 strategies guaranteed to help you tackle the biggest recruiting challenge – talent shortage:

1. Attracting passive candidates

According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching. If you want to attract these passive candidates, you need to define and implement an effective employer branding strategy. You need to tell a compelling story about your company, showcase your company culture and get candidates excited to join your team.Create an attractive, responsive and branded career site and career blog, where you can present your employer brand and show candidates why your company is a great place to work. You’ll do that by presenting photos of your employees and your office, sharing employee testimonials and writing about the interesting projects and new technologies your teams are working with. 

2. Sourcing candidates

Unfortunately, building and presenting an attractive employer brand isn’t enough. Passive job candidates aren’t actively looking for a job, so they won’t be checking your career site – unless you give them a reason. In order to get their attention, you need to proactively reach out to your perfect candidates.

But first, you need to find them. Luckily, with modern recruitment tools such as TalentLyft, you easily scour the web and find great candidates with just a single click. Once you find them, make sure that you send them effective, personalized cold recruiting emails

3. Building talent pools

Finally, you need to build your talent pool and fill it with candidates eager to join your company. That way, you will have a pool of interested, qualified candidates you can tap into when you have a job opening. 

There are many ways to build your talent pool. You can invite potential candidates to join your talent network, fill your talent pool with attendees of your local events, workshops and meetups, organize online webinars, open career days and job fairs, etc. 

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ATS vs Recruitment Marketing Software: What is the Difference and Why do You Need Both?

What is the difference between Recruitment Marketing Software and ATS? And why do you need both of these tools to gain advantage in today’s ultra-competitive market?

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What is ATS and how does it enhance hiring process?

An Applicant Tracking System (ATS) is a software designed to help HR teams track and manage applications, as its name suggests. An ATS appeared in the nineties, when HR teams’ biggest struggle was managing numerous applications and selecting the best among them. 

In other words, an ATS is designed to help HR teams improve their hiring process after they receive applications. As such, it doesn’t help HR teams to tackle the greatest challenge of modern time recruiting – attracting passive candidates. 

An overwhelming majority of today’s candidates are passive candidates, who aren’t looking for a job. According to a recent Glassdoor research, 76% of hiring managers admit attracting top talent is their greatest challenge. This is why a new tool called Recruitment Marketing Software has appeared – to help ambitious HR teams improve their hiring process prior to receiving applications.

What is a Recruitment Marketing Software and how does it enhance hiring process?

A Recruitment Marketing Software is an innovative software program designed to help HR professionals attract great potential candidates and turn them into applicants.

Using a Recruitment Marketing Software will enable you to build awareness about your employer brand, get potential candidates interested in working at your company and to drive them to apply for the open positions your company has available.

With a Recruitment Marketing Software, you can showcase your employer brand through different channels, such as your company’s career site, social media, job boards, recruiting events, etc.

Want to try out a powerful ATS & Recruitment Marketing Software?

Take TalentLyft for a test ride! 

Try our ATS and Recruitment Marketing Software for free. Yep, completely free for  14 days, no credit card is required to sign up and you can cancel anytime.

How to Hire for Diversity?

Learn the best practices and tips for hiring more diverse candidates!

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How to hire for diversity?

If you want to improve diversity and inclusion at your workplace, you should start by hiring more diverse candidates. 

In this article, you will learn how to incorporate best practices for hiring more diverse candidates at every stage of your recruiting process. Read on to learn:

  • How to attract more diverse candidates?
  • How to incorporate diversity values in your selection stage?
  • How to ensure greater job acceptance rate among diverse candidates?

Attraction stage: How to find more diverse candidates?

Here are some great, actionable strategies for attracting diverse candidates:

  1. Source for diversity
    Add terms like “employee resource group” and “ERG” to your Boolean search strings, along with phrases related to different types of diversity focused networks (such as “black,” “Latino,” “disabilities,” “women in IT,” or “LGBTQ”).
  2. Post your jobs on job boards specialized in diversity
    Job boards dedicated focused on minorities and diversity are also becoming more common these days. Did you know that you can find a diversity jobs section on Indeed? Make sure you also post your job on Diversity Working, the largest online diversity job board.

  3. Encourage diverse employee referrals
    Encourage your employees to recommend diverse candidates by offering additional bonuses and prizes. For example, Intel awards double referral bonuses for diverse hires.

  4. Highlight diversity on your career site
    Highlight your company’s dedication to diversity and inclusion. Check out Schneider Electric’s career page focused on promoting their company’s inclusion and diversity initiatives. 

Selection stage: How to select more diverse candidates?

There are 2 proven strategies for incorporating diversity and inclusion at the selection stage of your hiring process:

  1. Organize diversity training for recruiters
    Help your recruiters and HR managers learn more about their unconscious biases we all have. Luckily, with a little bit of education and training, everyone can learn how to avoid bias in recruitment.

  2. Implement a blind hiring practice
    Blind hiring is the practice of obscuring job candidates’ personal information such as a photo, age, gender and name. That way, recruiters and hiring managers make their decision solely based on qualifications, experience, education, references and the quality of the person’s resume.

Offer stage: How to improve job acceptance rate among diverse candidates?

67% of job seekers said a diverse workforce is important when considering job offers, according to Glassdoor research

Thus, make sure that you highlight your company’s commitment to diversity and inclusion. Proudly present all of your company’s diversity and inclusion initiatives. As well as your diverse employees’ testimonials. Show your diverse candidates that you have cultivated a welcoming company culture that accepts and celebrates differences.  

How to Encourage Workplace Diversity through Recruitment

The diversification of the workplace is so much more than a reputation-builder for brands looking to “score points” with their audience. While you may, in fact, earn more respect from your clients, your audience, and your peers by stepping up to this very relevant social issue, the benefits of the practice span much deeper for you as well as your employees. From enriching your culture, inspiring collaboration, and improving productivity, all the way to increasing your retention rate, diversity does pay off in a range of different ways.

Still, many employers feel stuck wanting to build a more diverse company culture, but failing to do so simply because they’re not certain where to begin. More often than not, they are using outdated hiring practices without any knowledge on how to improve or update them, or implement new ones that will encourage a more diverse pool of candidates to apply for your job posts. If you’d like to see your company become more representative of the society we live in, here are a few recruitment suggestions to kick-start your efforts. 

Rethink the language in your job descriptions

If there’s underlying bias in your hiring processes, you might be unwittingly using biased language in your job ads, as well. A simple example would be the usage of the term “salesman” instead of “sales executive” or “salesperson”, implying that you’d prefer a male employee over a female one – even though you’d never put it that way when asked directly. Subconscious bias is a significant issue among businesses everywhere, and you can begin to address it by changing your voice in job descriptions

This doesn’t mean that you will necessarily jeopardize your brand’s tone of voice. On the contrary, if diversity is a significant part of your culture, or at least you wish it to be, then your wording should reflect that. If necessary, you can work with an external hiring expert who can point out similar inconsistencies in your descriptions to ensure that you’re appealing to a wider audience instead of a bias-based, limited pool of candidates. 

Adapt your workplace policies

Among many benefits of hiring people with disabilities in different industries, some of the greatest include higher retention rates, diversifying your customer pool, and lower absenteeism. Opening your doors to people with disabilities means that your company reputation will also soar, and that you’ll be able to hire exceptionally talented, skillful individuals who often get overlooked simply because companies aren’t ready to make room for them. The question is, are you ready?

Take a look at your existing office space and company policies. If they are restrictive, unsafe, and created to suit people without disabilities, you make it close to impossible for someone outside of that realm to apply for a position with your company. Introducing more flexibility in work hours, adding adjustable desks, and providing a maneuverable office space makes all the difference. Go the extra mile, make the necessary changes, and let the world know that you’re hiring, so that more people with a disability will feel welcome. 

Switch to “blind” interviews and resumes

In addition to gender and ability, bias can come in many other forms, and it’s also typically subconscious, making it very difficult for companies to change their hiring mechanisms for the better. That is why, when you finally discover you have an underlying issue with hiring with more diversity in mind, you need to try implementing this simple, but powerful method: blinding your recruiting processes. By removing any indicators of gender, ethnicity and other labels, you prevent yourself from judging those candidates based on those particular qualities. Without seeing their name and age, you might be more inclined to hire that person based solely on their skills and experience. 

Beyond the actual resume review process, you can actually transform the interview into a blind selection process as well. Instead of a video chat or a face-to-face interview, you can book a phone call and use voice masking technology to remove any indicators of their gender. Chat room interviews are also being used often as a replacement for in-person meetings for the very same reason. These two blind strategies will ultimately help you keep an open mind and eliminate underlying bias from the hiring process. 

Define your hiring goals

First of all, start by conducting a thorough review of your current recruiting processes and your existing employee makeup. That way, you’ll be able to use numbers as a clear indicator of any bias in your company, and spot perfect opportunities for improvement. However, if you do notice that there are several major segments in which you can make a difference to be more inclusive, it can be close to impossible to introduce these changes all in bulk.

Instead, you may want to consider specifying each goal over the course of a year, if not even longer. Make sure that those goals are specific and realistic for your business, and expressed in numbers that can help you measure your progress. That way, you can outline a strategic approach to reach these specific goals. So, if you’re looking to hire 10% more female candidates in your IT department, you can create very specific methods to tackle this issue, attract more qualified female candidates, and build a more diverse workplace.

 

Building a more diverse company culture is a journey, not a destination. Use these tips to transform your recruiting process, and you’ll give your business a fair chance to empower diversity in every way, and help your reputation grow as a result. 

Boolean Search: Something Every Recruiter in 2019 Should Know

Every recruiter who wants to find top talent in 2019 should know how to perform the advanced Boolean search.

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What is a Boolean search and why is it important for recruiters?

In 2019, we’re dealing mostly with passive candidates. With low unemployment rates, only 12% of people are actively looking for a job.

This is why recruiters must use different methods to source great candidates.

Lately, there has been a lot of buzz around employee referrals and recruitment marketing. But there is another, very effective method you can use to proactively source candidates – Boolean search.

Boolean search is one of those recruitment tactics that everybody has heard of – but nobody really knows who to apply it. It seems complicated and hard to grasp.

Advanced Boolean search can seem a bit intimidating. Those loooong search queries look like math equations. Yuck!

But bear with me for a moment and let me show that learning at least some basic Boolean search tips and tricks is definitely worth a bit of your time and effort.

What are the advantages of using a Boolean search in sourcing candidates?

By using a Boolean search, you can find better candidates faster. You can effectively search through any online repository of potential candidates, such as:

  • Search engines like Google, Yahoo or Bing
  • Social networks such as LinkedIn, Facebook, Twitter, Instagram, etc.
  • Search resume databases
  • Applicant Tracking System.

Thus, using a Boolean search will make your life easier and save your time and money!

How to do a Boolean search?

It’s quite simple actually. You go to Google, type in your keywords and add a few additional words (called operators) and symbols (called modifiers) to get more relevant results.

There are 3 key operators: AND, OR and NOT.

There are also 3 key modifiers: asterisk (*), quotation marks (“”) and parentheses (()).

This 6 words and symbols are at the core of Boolean search.

How to use Boolean search operators and modifiers?

If I got you interested and you would like to know how to use these operators and modifiers, check out our comprehensive, but easy to understand Boolean Search Guide for Recruiters.

Don’t want to bother with learning Boolean search?

Luckily, you don’t have to. 😉
As I said, it’s 2019. These days, you can simply type your keywords into advanced sourcing tools and let them do their magic.

Ever heard about TalentLyft?

Our recruitment software TalentLyft has a powerful, machine learning powered sourcing solution as well as sourcing extension.

Check it out! 🙂

 

Top 5 Recruitment Software Statistics

Discover the proven research-based benefits of using a modern recruitment software!

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Are you using a recruitment software?

Using a recruitment software has many benefits. Some of the most commonly cited are the following:

  • Increased efficiency
  • Time saving
  • Cost saving
  • Improved reporting
  • Higher quality of hire
  • Reduced IT department’s  involvement
  • Reduced marketing department’s involvement.

In short, a recruitment software should help you find the best hires, in the shortest amount of time, for the least amount of money. It will also enable you to own the whole recruiting process, without depending on your marketing and IT department.

It sounds perfect, right? But is it really like that in practice? Let’s take a look at the data and find out!

Recruitment software statistics you need to know

Here is a list of the top 5 proven, research-based recruitment software statistics you need to know:

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Statistic #1: A majority of companies use an applicant tracking system (ATS)

A research Capterra conducted has shown that:

  • 75% of recruiters use a recruiting or applicant tracking software.

Statistic #2: Almost all best-in class companies use a recruitment software

According to finding from Jobscan’s research:

  • Over 98% of fortune 500 companies use a recruitment software

Statistic #3: Using a recruitment software has positive impact on hiring

According to Capterra’s research:

  • 94% of recruiters and hiring professionals say their using a recruitment software has positively impacted their hiring process.

Statistic #4: Recruitment software improves time to hire

GettApp’s research has found that:

  • 86% of recruiting professionals say that using a recruitment software has helped them hire faster.

Statistic #5: Recruitment software improves the quality of hire

GettApp’s research findings show that:

  • 78% of recruiters say that using an ATS has improved the quality of candidates they hire.

Looking for a better recruitment software?

A great recruitment software will help you achieve your recruitment goals and turn your everyday problems into opportunities. If your current recruitment software isn’t doing its job, you should think about finding the one that will.

In our guide “How to Evaluate and Choose the Best Recruiting Tool” you’ll learn exactly how to compare, evaluate and choose the best recruiting tool that will perfectly fit your hiring needs and your budget.

5 Great Recruitment Marketing Tactics You Should Be Using

Want to attract top talent? Check out the list of the great recruitment marketing tactics you should be using…but you probably aren’t.

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Want to attract top talent?

In a candidate driven job market, HR professionals have to be innovative in order to attract top talent’s attention.

This is where recruitment marketing comes in. Recruitment marketing is HR’s latest tool for attracting candidates. By applying marketing methods in recruiting, you can get candidates interested in your company and eager to apply for your open positions.

➡️ Download free eBook: Most Productive Recruitment Marketing Strategies!

Recruitment marketing can help you differentiate your company. Using proven marketing tactics, you can attract candidates attention and get them to apply to your open job positions.

In the following text, you will discover 5 effective recruitment marketing tactics your probably aren’t using – yet!

Top 5 recruitment marketing tactics

Here are the top 5 smart recruitment marketing tactics:

Tactic #1: Create diversified recruitment content

One of the best ways to attract your ideal candidates is with interesting and useful recruitment content. There is a myriad of different types of recruitment content for each step of the candidate’s journey. Here are a few examples:

  1. Blogs
  2. Emails
  3. Newsletter
  4. Videos
  5. Webinars
  6. White papers, case studies and eBooks
  7. Infographics, diagrams, flowcharts & graphs
  8. Checklists
  9. Mini games and competitions.

Tactic #2: Upgrade your career site

A perfect career site explains who your company is, what you do and contain information about your company culture, values and work environment. It also invites potential candidates to browse your open job positions and makes it easy for them to apply.

When was the last time you updated your career site? I don’t mean job ads. Did you publish the photos of your new office? Updated your employee page? Added new perks and benefits? Make sure to keep your career site up to date!

Tactic #3: Use social media

Social media recruiting is another important tactic used in recruitment marketing. You can use social media to find great candidates and promote your recruitment content.

You should start by building a social media recruitment strategy. You should also get familiar with the best tips for recruiting on the most popular social media networks: LinkedIn, Instagram and Facebook.

Tactic #4: Utilize employee advocacy

Encourage your employees to become your employer brand ambassadors. Ask them to write an article for your career blog, take photos of everyday life at your office and share it on social media, explain why they like to work at your company in a video or write a review of your company on Glassdoor.

Tactic #5: Experiment!

Measure the results of your recruitment marketing tactics. Once you find areas you want to improve, start experimenting to see what gets you the best results. You can use A/B testing, test different landing pages, job ads, calls to action, etc.

A specialized recruitment marketing software will enable you to automate, streamline and improve your recruitment marketing process. It is affordable, easy to use and our customers love it!

 

The Top Must-Have 10 Recruiting Software in 2019 [INFOGRAPHIC]

Check out the infographic with the top 10 must-have recruiting software in 2019!

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List of the top must-have recruiting software in 2019

Which different types of HR tools do successful HR professionals and recruiters use to up their recruiting game?

Here is the list of the top 10 must have recruiting software that can completely change the way you attract, find, choose and hire top talent.

Infographic: Top 10 must-have recruiting software in 2019

Here are the top 10 must have recruiting software nicely put in one handy infographic:

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Recruiting software #1: Applicant Tracking System

An Applicant Tracking System (ATS) serves as a database with all of the applicants’ profiles, it helps interview scheduling, candidate screening and evaluation and enables easy team collaboration and communication.

Recruiting software #2: Recruitment Marketing Software

Recruitment Marketing Software offers features for implementing the most important recruitment marketing important strategies, such as employer branding and social media recruiting. With this software, you can also create your perfect career site based on your needs and your brand identity.

Recruiting software #3: Candidate Relationship Management Software

Candidate Relationship Management (CRM) Software Candidate Relationship Management (CRM) Software helps recruiters to achieve timely, relevant and personalized communication with their current and potential future job candidates.

Recruiting software #4: Candidate Sourcing Software

Candidate Sourcing Software is a recruitment software specialized in finding qualified candidates. With Candidate Sourcing Software, recruiters can scan millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Recruiting software #5: Video Interviewing Software

Video Interviewing Software enables recruiters to conduct distance live video interviews with candidates from anywhere around the world, quickly and easily.

Recruiting software #6: Candidate Assessment and Testing Software

With Candidate Assessment and Testing Software, employers can quickly and easily test their candidates’ knowledge, technical and soft skills and traits needed for success in a certain job position.

Recruiting software #7: Employee Referral Software

With Employee Referral Software, you can create and send engaging employee referral campaigns and ask your employees to recommend suitable candidates for job positions you are looking to fill.

Recruiting software #8: Background Check Software

A Background Check Software is a specialized software created to automate an employment background check and perform a reliable search of a criminal background and do a thorough vetting of new staff before hiring.

Recruiting software #9: Employee Advocacy Software

An Employee Advocacy Software is a specialized recruitment tool created to help companies turn their employees into their employer brand ambassadors and share curated, pre-approved content across their social network in a fast and simple way.

Recruiting software #10: Job Boards and Aggregators

Job Boards are websites where employers directly post their open job positions.

Job Aggregators are websites that search the web and collect job ads from multiple sources and display them on their site, linking them to the original job ad.

 

How Office Design Can Inspire Employees and Keep Them Motivated

Close to one-third of your life will be spent in your chosen profession, in some cases probably more than that. If you’re going into a traditional office environment for work Monday through Friday, then you’ll be spending that third in the same place looking at the same walls for close to 90,000 hours. There’s a good chance that the way your work environment is designed can greatly impact how you feel coming in each day.

Office design is crucial for boosting employee morale and efficiency. People are more likely to accomplish more in a day if they enjoy the space that they’re in, which is why a modern design and comfortable atmosphere is key. You can feel free to embrace your company’s brand personality within the office as well — for example, if you’re a whimsical company, play with space to create that sense.

By creating a desirable atmosphere, you’ll be helping employees feel their best so they can work their best. You’ll also be helping to promote an office culture that takes regular breaks, believes in being comfortable while working, and offers employees the best environment you can. Your team will appreciate being in a space they enjoy and your company will see the results.

Design Impacts Productivity

You may not have initially realized it, but the actual floor plan of your company can communicate goals and objectives to your team. You’ll need to thoroughly understand and analyze your company’s needs and standards for the day-to-day workflow in order to design the best possible floor plan. Think of it like this: if your company needs teams to collaborate together frequently, you’ll want an open floor plan over rows of cubicles.

You’ll also want to be sure you’re incorporating encouragement to take breaks as a healthy work-life balance is important for equally healthy workers. Putting in a comfortable and accessible break room will encourage employees to take their regularly scheduled breaks and lunch hours. It may also be worth it to stock snacks regularly in the break room to further facilitate people spending time in there.

Between allowing coworkers to collaborate and talk with one another easily, and providing a comfortable place to take regular breaks, you’ll be giving your teams the best resources to be energized and encouraged in their day-to-day work. Just like the life of each team member, your office should be balanced and efficient — not burnt out and tired. In this way, the design of your office not only communicates objectives, but values.

Stand Out From the Crowd

Of course, you also don’t want your office to look just like everyone else’s. Having an office that stands out in people’s minds from others they’ve seen can be a competitive draw when hiring new talent. Remember: people are planning on spending 40 hours a week in their offices, they’re going to take design into account when deciding whether or not to work with your company.

One way to stand out is to bring a little greenery into the office and not just the run-of-the-mill office fern we see so much. Succulents are low-maintenance, come in many varieties, and can add a modern touch to any office. Also, it’s been shown that offices with greenery can boost positive physiological impacts in the people who work there.

Finally, consider hiring a local artist or muralist to create art especially for your office. Facebook, for example, has been commissioning artists to paint in its office since 2005 and the project has since expanded into a full-on artist residency program. Art can make your office unique while bringing in a diverse view of the world that can help to inspire your teams throughout the week.

Tips and Tricks

There is no wrong way to design your office, but going in with a plan is always a good idea. You should decide what kind of ambiance you want to create for your employees. For example, if you want the office to feel cozy and comfortable, installing a fireplace in a shared area could be a great place for people to curl up and enjoy their lunch or plug away on a project for the afternoon.

If you’re looking for a space that’s more sleek and modern, then clean lines and a strict color palette can help maintain this. You may also want to consider custom tables that you can design to your specifications to match the tone of each room in the office. It’s really all about what you want to evoke in people as they enter each room and set to work for the day.

Finally, having accessible entryways and ergonomic seating is always a must when it comes to employee access and safety. Working in an office may not seem like it’s dangerous, necessarily, but injuries like back pain and carpal tunnel are common if not given the proper positioning and seating. You also want to make it possible for all types of people to enter the workplace — for both employees and potential clients.

Overall, creating a beautiful and inviting office environment is worth the investment. You’ll have an easier time attracting new talent because they’ll want to be in the space you’ve created. Additionally, your current employees will be happier and more relaxed at work, helping to improve your company overall.

Top 25 Questions You Should Ask in Your Exit Interviews and Surveys

Asking these questions will help you retain your best employees and attract new talent!

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The importance of asking the right exit interview or survey questions

Unfortunately, most employer neglect exit interviews and surveys. In the current candidate driven job market, it is understandable that most employer rush into recruiting to find a suitable replacement.

However, conducting exit interviews or surveys is a crucial part of the offboarding process, both for the departing employee and the employer. Exit interviews provide closure for both parties.

But exit interviews and surveys are especially useful for an employer. Effective exit interviews can help improve the company’s bottom line by reducing turnover and​ ​the​ ​associated​ ​costs ​of​ ​hiring​ ​and​ ​training ​new ​employees.

In order to reap all the benefits of exit interviews or surveys, it is important to ask the right exit interview questions.

Selection of the best exit interview questions

Here is the list of the top 25 exit interview questions you should ask in your next exit interview or a survey:

Reasons for leaving the company

  • What prompted you to start looking for another job?
  • What was the biggest factor that led you to accept a new job?
  • What makes your new position more attractive than the present job?

Job satisfaction

  • What did you like most about your job?
  • What did you dislike the most about your job?
  • Did you have all the tools and resources you needed to effectively do your job?

Work rewards

  • Were you happy with your benefits, perks and other incentives?
  • Do you think our company offers competitive compensation for your position?
  • Do you believe your work was adequately recognized and appreciated?

Workplace relationships

  • What was your relationship with your manager like?
  • Did you get along well with your team members?
  • How would you describe your working relationship with your colleagues?

Learning and advancement opportunities

  • How would you evaluate the quality of the training you received?
  • Was the feedback you received about your performance timely, helpful, and specific?
  • Do you feel like you’ve had enough opportunities for growth and career advancement at our company?

Company culture and work environment

  • How would you describe our company culture?
  • What could be done to make this company a better place to work?
  • Is there a culture of teamwork and cooperation within the organization?

Workplace policies and procedures

  • Do you think our company’s policies are adequate?
  • Have you ever experienced any discrimination or harassment while working in this organization?
  • Do you have a say in the organization’s policy changes?

Employee brand ambassador score

  • Would you recommend our company to your friend as a great place to work? Why?
  • Would you consider working with us again in the future?
  • On a scale of 1 to 10, how would you rate your employee experience in our company?

Bonus exit interview question

  • What skills and qualifications do you think we should look for in your replacement?

Want to learn more about exit interviews and surveys?

➡️ For useful tips and best practices on conducting effective employee exit interviews and surveys, check out The Ultimate Guide for Conducting Effective Exit Interviews!