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Ask the Expert: Are “Stay Interviews” Helpful for Attracting Talent?

Each month, we will tackle one of those burning questions that keeps you awake at night or causes heartburn during the day. Our team of experts will help you stay in the know. We'll cover topics like recruiting trends, legislation, workplace issues and more. You'll get information and answers to help you hire and retain top performers. 

This month’s question is “Are “Stay Interviews” helpful for attracting talent?” The answer is yes! Stay interviews might just be the solution you've been searching for. In this blog post, we'll explore what stay interviews are and how they can be a game-changer for your recruiting strategy. 


What are Stay Interviews? 

Stay interviews are conversations between employers and their current employees. The goal for these conversations is to understand what makes employees stay with the company. Unlike exit interviews, which happen when an employee is leaving, stay interviews focus on retaining talent before they decide to leave. These interviews provide valuable insights into what employees value most about their job, what keeps them engaged, and what might drive them to seek opportunities elsewhere. 


Why are Stay Interviews Important for Recruiting? 

In today's competitive job market, recruiting and retaining top talent is a challenge. High turnover rates can be costly and disruptive. Employers who use stay interviews know what motivates their employees to stay. Armed with this knowledge, you can attract candidates who are aligned with your culture and values. 


How to Conduct Stay Interviews: 

  • Schedule Regular Check-Ins: You can do these quarterly, semi-annually, or annually. The timing is dependent on the size and needs of your organization. 


  • Prepare Thoughtful Questions: Develop a set of open-ended questions that help you understand what your team likes about their job. These questions can also surface any concerns or suggestions for improvement. 


  • Create a Safe and Open Environment: Ensure employees feel comfortable sharing their thoughts and feedback. Tell them their responses are confidential. Remind them the purpose is to improve their experience with the company. 


  • Act on Feedback: This is huge! Take the feedback seriously. Make positive changes within the organization. You might need new policies or procedures. Additional training or development opportunities may be required. Finally, address any concerns raised by employees. 


Benefits of Stay Interviews: 


  • Increased Employee Engagement: Stay interviews can boost morale and increase employee engagement. You are showing employees that their opinions matter and you are invested in their success. 


  • Improved Retention Rates: You can proactively prevent turnover and retain your top talent for the long term by listening and acting on feedback. 


  • Enhanced Employer Brand: Demonstrating a commitment to employee satisfaction and development improves your employer brand. You will more easily attract top candidates to your organization. 


Stay interviews are a valuable tool in your recruiting strategy. Regularly engaging with your employees to understand their needs and concerns creates a more positive work environment. It may also position your company as an employer of choice in the eyes of job seekers. So why wait? Start incorporating stay interviews into your recruiting strategy today and reap the benefits of a happier, more engaged workforce. 



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