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（2014年12月5日，/HRoot.com/）据领先的招聘服务供应商华德士日前发布的最新白皮书显示，亚洲多数企业都在有效利用离职面谈的反馈信息来促进业务的发展。据悉，该研究主要针对来自中国、印度尼西亚、马来西亚、新加坡、台湾、泰国、香港以及越南等国家的1,200名专业招聘经理展开调研，调查发现，70%的招聘经理正在运用离职面谈所得的反馈来促进业务绩效的提升。而且，多数受访者称在企业内部会同时会采用正式的与非正式的两种离职面谈方式。 

华德士马来西亚董事总经理Sally Raj评论称：“虽然多数人都能意识到招聘流程对于吸引优秀人才的重要性，殊不知离职流程也同样至关重要。但是，当前多数企业却忽视了离职面谈可能带来的机遇。其实，如果管理得当，员工离职的整个过程也可以为企业留下有效信息、同时还能为员工提供给予反馈的机会。因为，即使员工离职，每一位员工都是企业雇主品牌的宣传大使。” 

(Dec. 5, 2014,/HRoot.com/) The majority of companies in Asia are using feedback from exit interviews to boost their business, according to a new white-paper from recruitment firm Robert Walters. In a survey of 1,200 professionals and hiring managers across China, Indonesia, Malaysia, Singapore, Taiwan, Thailand, Hong Kong, and Vietnam; Robert Walters found that 70% of hiring managers use employee feedback from exit interviews to make improvements to their businesses. Most also said they conduct both informal (95%) and/or formal (90%) exit interviews in their company. 

Sally Raj, Managing Director of Robert Walters Malaysia, said: “While the focus of the recruitment process is often on attracting the best professionals, giving the exit process enough consideration is equally as important. Many employers overlook the opportunities which exit interviews can present. If managed carefully, the exit process can be a way for employees to leave on a positive note or provide employers with the opportunity to make a counter offer. After all, every employee is an ambassador of the organisation even after leaving their jobs.”