How do executive search firms in Indonesia make stay interviews work?

As seen, the talent acquisition strategy is usually individualized for the various executive search company Indonesia. The talent retention, although should be an individual strategy, it is often seen that is a reactive strategy that requires the executive search firms in Indonesia to be proactive on a real time basis. In today's economy, the skilled employees are the most valuable asset for the company and it is important for the organisation to know and understand why the employees stay, or leave in order to make the necessary changes.

The employees stay with an organisation for the presence of certain factors and leave the organisation because of the absence of certain factors. The augmentation of the trend for conducting exit interview is to understand the reason for the employee to quit. However, the employees used to give the answers the organisation wanted to hear out of the fear of not receiving the final settlement amount or burning bridges with the organisation. Thus the data so obtained from exit interview is often vague.

The firms offering executive search Indonesia services, then started conducting stay interviews or stay conversations, which is nothing but a dialogue with the talented individuals to make them understand that they are valued and appreciated by the organisation. This is a two way feedback session for retaining the talent without any over promise or over pay. These conversations are considered critical for the success of the organisation. Let's delve deeper in this subject:

·        How stay interviews are initiated?

These conversations should be kept formal and should not look as a forced conversation. This is because a forced conversation will do more harm than doing good. This discussion should not stretch more than 45 minutes.

·        What should be said during the stay interview?

In such interviews, the intent is of more value rather than the content of the conversation. The end goal is to connect and make the employee feel valued and much appreciated by the organisation. You need to retain the talent by investing your time and attention to the particular individual. The prime purpose of stay interview is to prevent the need of conducting exit interview. This is particularly done by establishing the push factors that might provoke an employee to leave the organisation.

 

·        Is stay conversation necessary?

The key talented individuals are neither whiners nor complainers. They always choose to stay quiet till the time they hand over their resignation. At that it is usually too late to make them stay. So, even though the things seem to be okay, they are pretty not. It is wise to double check and leave no scope for ambiguity.

 

·        Are stay conversations a part of good management?

They are although not a common practice, but indeed they are a part of good management. However, many managers avoid it at times of uncertainty.