On a serious note, just to make sure that the reason why he is leaving, does not become a reason of their exit when they join the current organisation. Examples like a pressurised environment, empowering bosses, duplicuty in job profiles etc.

Some of the employees also leave their jobs due to personal reasons like relocation of family, spouse's relocation, marriage (in case of females) etc.

When we do an attrition analysis, we need to understand what is wrong in our current system/ policies/ office work culture which is compelling the employees to leave.

Anyways, these days, employees are bold enough to say, that they had crazy bosses in their previous jobs and could not cope up them.


Regards,
Ritika

Hi Priyanka

This question may sound silly and as others said once a person decides to leave..she/he will leave no matter how well you try to retain.

But if you look at the same question from the recruiter point of view....the answer could give you some clues whether she/he is really interested in your job or just wants to know his market value he /she is here for an interview.

This is question can save your time and companies interest with the candidate
....instead we can give priority to genuine candidates

There are more perspectives...

Cheers
Chandrasekar