Top 10 Exit Interview Questions To Ask [Actionable Guide]

Top 10 exist interview questions to ask - Recruiteze featured image

Exit interview questions are something that many companies tend to overlook and forget to go over once their employee decides to leave. However, in this article, we will focus on explaining why this is a must and which questions you should ask.

Here’s what we will go over and the questions we will cover:

  1. Why you should ask exit interview questions?
  2. Why are you leaving?
  3. How long have you been looking for a job?
  4. Did you have everything you needed to do your job?
  5. Did you and your manager care about each other’s opinions?
  6. What is the major reason for leaving?
  7. If you would go out for a drink with the director of our company, what friendly advice would you give him regarding employee companies?
  8. Have the additional education materials and opportunities we have provided you had a positive impact on your professional development?
  9. Do you have any tips on improving working conditions and the atmosphere of the workplace in our company?
  10. Would you come back?
  11. How can Recruiteze help you with providing the additional value which will reduce the number of leaving employees?

Why Should You Ask Exit Interview Questions?

Why Should You Ask Exit Interview Questions?

When recruiters and HR professionals think about the most effective processes that increase the efficiency of managing an employee’s life cycle, their focus is on hiring interviews and building trustful professional relationships with their leads or current employees.

The popularity and the enormous number of job interview-related content, including
Interview Checklist,’ ‘20 Performance Review Questions’, ‘Interview Questions to Ask,’ ‘Ask an Expert: I Freeze Up During Job Interviews,’ confirm this permission.

These are essential parts of the recruiter’s and HR expert’s job responsibilities, and you can read more about them here, but most of us forget about one crucial piece of the puzzlethe exit interviews.

Using the right exit interview questions and techniques will differentiate you from other HR professionals and recruiters. In essence, it will allow you to valuable insights into the company’s strengths and weaknesses, but only if you take this into account:

  • Don’t look at these interviews just as part of the formalities and process within a job cancellation.
  • Take each answer with caution because most of the exit interview answers from your ex-employees are not entirely true.
  • Adapt the approach and question form to the person’s character and use that data for the following questions.
  • Avoid the typical formal questions that every recruiter asks to give your former employees a sense of distrust, meaninglessness, and a waste of time.
  • Make them know you are not just doing it because you have to emphasize that the feedback they provide you with will not be wasted but improve the company’s human relations culture.

The most asked exit interview question – Why are you leaving?

The most asked exit interview question - Why are you leaving?

Everyone can find this question on every blog that talks about exit interviews, and most of them describe it as ‘the best exit interview question to ask,’ but just because everyone asks it doesn’t mean it’s the best solution.

Here are some pros and cons of this question and other ways you can ask that question and avoid a negative outcome.

Potential knowledge of the resign. Someone could easily misinterpret it.
The employee expects this question. Pre-prepared answer that won’t be completely honest.
The majority agrees to answer. It’s the most typical exit interview question with which employees rarely have pleasant experiences.
Open-ended question. An interviewer could lose control over the conversation.

Recruiters and HR professionals can avoid the pros of this question by simply reformulating it – instead of asking ‘why are you leaving,’ ask them what led you to accept or think about a new job position.

It is crucial to understand that other typical exit interview questions cause the same cons that will give employees a sense of neglect and disregard for their feedback answers and won’t change anything.

If you want to know the ‘golden’ exit interview questions that will provide more honest feedback, keep scrolling.

Also, If you want to maximize the value and progress you’ll get by applying these tips, you must not allow your commitment to each employee to suffer because new leads overload.

But, again, we have a solution for you.

Recruiteze offers you advanced recruiting tools that will drastically change your job, reducing all tedious, lengthy processes and save your time and energy.

What would you miss about this company?
What would you miss about this company?

This question is an excellent opportunity to use the data collected from your ex-employees’ answers and present the company’s values and strengths in communication with your leads and first job interviews.

It gives an insight into what is going on with your company and all the positive thoughts caused by actual experiences.

A similar one is:

‘What did you enjoy most about working here?’

You can also test out being more specific with this variant:

‘What skills have you gained from your work experience here?’

What benefits can you get by asking these questions?

  1. You will receive insights and positive feedback on the practices and activities that best affected your employees, and you will enrich their application.
  2. You will learn which specific skills that your company provides are most valuable to employees.
  3. Use positive experiences and feedback from this type of exit interview answers to increase the number of new leads and provide extra value for people interested in working in your company.
  4. This type of question allows you to get insights into what specific hr activities increase the positive emotional connection between the employee and the company.

Now, we’ll provide you with information that is useful when you get negative comments like:

Why didn’t you react and ask for a conversation like this before I announced my job cancellation?’

The nature and quality of this answer is another step that differentiates you from the average non-professional HR professionals and recruiters.

Five things to do when an employee has a very unpleasant work experience:

  1. Thank the employee for the comment and feedback.
  2. Show appreciation for the insights they gave you.
  3. Make them know that you will use that feedback to improve the company’s recruitment process and work atmosphere.
  4. Listen carefully to whether a former employee has ever complained to the HR department or their manager.
  5. Make the employee feel comfortable and safe while sharing unpleasant experiences with you/

Don’t forget that this is also a very stressful period for them, when they may be hesitant, there are many articles like ‘Top Tips For Deciding Whether It’s Really Time To Quit Your Job,’ ‘Should I Quit My Job?’ that talk about this, so be professional but with understanding.

How long have you been looking for a job?

How long have you been looking for a job?

Besides additional insights into the market and competitors, you will understand how long things have been off the track.

It is important to analyze the answers that you receive from your employees because there is a possibility you’ll get an insight into whether the reason for the resignation was the same for several people.

Also, it is crucial to prevent oversights with your current and new employees based on the ex-employer’s feedback. In that way, you will improve your goals and results by using the automated recruitment process.

When it comes to this question, remember these four things:

  1. Try to connect the time of dissatisfaction or desire for change with another former employee.
  2. Check if your employee tried to solve it during that time of period.
  3. The reason the employee didn’t contact the HR department.
  4. Were you the reason for the resign thoughts or other colleagues.

Did you have everything you needed to do your job?

Did you have everything you needed to do your job?

Ensure that the employee during the period he worked for the company had everything he needed for a pleasant job, including educational materials, tools, equipment, and things related to their personal preferences that affected the work environment.

Try to find out which of these things employee liked the most but in addition pay attention to:

  • Did you meet the requirements for new educational and work materials as equally the requirements related to the work environment?
  • In what period the HR department and other company employees met their request for additional equipment.
  • Whether you had enough space and suitable conditions for pleasant work.

Did you and your manager care about each other’s op