Exit Interviews


Exit Interviews

The Importance of Exit Interviews

An exit interview is a key opportunity to learn about the organizations’ strengths and potential areas for improvement.  An employee voluntarily leaving the organization can provide valuable feedback that may influence human resource policies and procedures, help eliminate potential or real grievances, and ultimately reduce further turnover. The specific purposes of an exit interview are to:

  • Identify diagnostic and strategic information to ascertain the reasons for problems, training and development needs and areas that call for change.
  • Promote public relations by providing exiting employees with an opportunity to share their insights that may foster a good feeling about the organization’s culture or provide a voice for their concerns.
  • Provide insight that helps to refine learning opportunities, compensation, approaches to dealing with performance issues and develop more effective communications.


Why Use a Consultant to Conduct Exit Interviews?

There are some cases where it may be necessary or desirable to have an independent party conduct the interview.  External consultants can conduct one on one exit interviews and gather insights that would not be gained if someone from the organization conducts the interview.  Exiting employees need a confidential and secure environment to encourage them to share openly and honestly about their experience with the organization.


What’s Covered In An Exit Interview?

The following are key points covered in exit interviews.


A.    Inquire if basic employment conditions met the employee’s expectations and needs. 

We ask questions to determine if salary, benefits and working conditions were satisfactory and if these areas contributed to the employee’s decision to leave the organization.



B.    Probe into the specifics of what made the job satisfying or unsatisfying. 

An employee who has been doing a job for some time knows the problems and procedures in a way no one else does.  The interviewer will get as much overall information as possible about the job including   the negative aspects.  This will help the supervisor to evaluate the role, workload, and workflow within the organization.  Upon conclusion of an exit interview, the interviewer will have helped the employee honestly evaluate their work experience and offered an opportunity to share their constructive feedback and this information can then be used to improve the organization and the relationship Supervisors have with employees


C.    Ascertain the real motive for leaving. 

The official reason given for leaving is usually brief and innocuous such as “for personal reasons”.  To decipher the underlying or supplementary reason for the resignation we probe for what characteristics of the job, work environment or personal factors influenced their decision. Concerned about future references an employee will be hesitant to bring up problems so it is necessary to use a skilled professional who knows how to probe for unresolved issues or concerns the employee may wish to discuss without passing judgment on the response.


D.    Gathering suggestions or additional comments. 

During the exit interview the consultant will ask the employee to suggest what might be done to improve working conditions.  This will provide information that the organization can use to improve retention and create a work environment where employees thrive.


E.    Foster Good Will Towards the Organization

Finally, the consultant will extend appreciation on behalf of the organization for the employee’s contribution and sincere wishes for their future.  This helps to foster good will and a positive image for the organization.



For professionally delivered and effective exit interviews contact myHRpro at info@myhrpro.com or call (780) 481-1968.

Our Edmonton Recruitment Agency will help you gather important information that will improve your business.