Exit Interviews

Typically scheduled during an employee’s last week on a job, exit interviews are beneficial to both the company and the departing employee. And while college students are more likely thinking about starting a job than leaving one, requesting an exit interview when changing campus employment or at the end of a summer internship is a smart strategy. Practicing this skill simply because a job is naturally ending means an exit interview won’t be a stressful surprise when leaving a job under other circumstances.

What is an exit interview?

An exit interview offers a departing employee a chance to reflect on their experience in a position. It is most often conducted by a neutral party—not the employee’s supervisor—usually a human resources staff member. A company that has an ombuds position might offer exit interviews through that office, where confidentiality is prioritized. Exit interview questions should give the employee a chance to tell their story and give feedback to the organization in a meaningful way. The employee may find closure in answering the exit interview questions; a responsive employer will take constructive feedback to improve and enhance onboarding, team building, promotional opportunities, accommodations, training, and more.

Exit interview questions vary depending on the reason an employee is leaving. A retiree may be a long-term employee leaving the company at the end of a career. Their thoughts will be different from those of someone who is leaving for a new job. Both perspectives will be valuable to the exit interviewer.

Best Practices

• When sitting for an exit interview, ascertain precisely how confidential the process is. Be sure to ask: Who will read the report of the exit interview?
• Use the interview to gain closure and understanding of the job experience from beginning to end.
• Be honest and professional.
• Remember it’s permissible to go “off the record,” but it’s likely that at minimum the write-up from the interview will be placed in the interviewee’s personnel file. (About 20 percent of employees leave a company and end up returning to that company for another position later in their careers, sometimes called boomerang employees.)
• Practice exit interviewing skills with summer supervisors (or better still, someone else in the organization who isn’t a direct report) or book an interview practice appointment with a CLS adviser.

Typical Exit Interview Questions

• How did you choose this organization to be your employer? What attracted you to the job when you first started?
• Did you receive orientation/onboarding? Any suggestions for improvement? Looking back, what did we miss?
• Is your current job description up-to-date? If not, what do you feel is missing?
• How well do you feel your skills and experience were used in this position?
• What should the organization keep in mind when filling this position?
• Did you have the training and equipment to do your job well?
• Why did you begin looking for a new job?
• What led you to accept the new position? Can you offer any comments that would enable us to understand why you are leaving now, how we can improve, and what we could do to promote better retention?
• Thinking back over your time here, what do you think of the following:
  • Benefits
  • Salary
  • Promotional opportunities
  • Performance evaluation process
  • Supervisory oversight
  • Workload
  • Clarity of expectations
  • Team dynamics
• What are your reasons for leaving?
• What recommendations would you make in order for the organization to be a better place to work?
• What are some of the factors that have contributed to making your employment enjoyable?
• Would you recommend the organization to a friend as a good place to work? Why or why not?
• Is there anything more you would like to share?