6 February 2020
10 questions that may be asked during an exit interview

You have made the executive decision to leave your job. This may have been a long time coming or an impulse decision, but you may be asked by HR or your manager to conduct an exit interview. Quitting your job was stressful enough. But, having to attend a meeting in order to explain all of the nitty-gritty details of why you’re quitting? Well, that’s enough to have you breathing into a paper bag. An exit interview is nothing to stress over. If you have an exit interview coming up, think of it as your chance to have a valuable and honest discussion about the positives and negatives of the position you’re leaving. And, if you do start to feel stressed, just ask yourself what’s the worst that can happen. After all, they can’t fire you.

Getting the perspective of departing employees can help employers develop retention strategies for the future; something all employers should be focusing on. An exit interview is a good chance to for employers to find out some inside truths about the organisation that may require attention.

Here are some of the questions that may be asked during the exit interview:

  1. Why Are You Leaving Your Current Position? or What circumstances prompted you to start looking for another job?
  2. Do You Think You Were Adequately Equipped to Do Your Job Well?
  3. Do you feel your job description changed since you were hired, and if so, in what ways?
  4. What Did You Like Most About Your Job?
  5. What Did You Dislike Most About Your Job?
  6. What Skills and Qualifications Do You Think We Need to Look for in Your Replacement?
  7. What can the organisation improve on?
  8. Do you have any suggestions for improving employee morale?
  9. Do you have any concerns about the company you’d like to share?
  10. Is there anything else you’d like to add?

For employers, while exit interviews are a great occasion to get some honest employee feedback, it can be a case of too little too late. Instead of waiting until the last moment, use the questions above as a guideline to check in with staff on a regular basis. Ultimately, you want your employees to raise any concerns as and when they arrive – not after they’ve already decided to move on. You know the saying “Ignorance is bliss?” Well whoever said that was wrong.

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