Bonus: Exit Interview Questions By Role
While the sample exit interview questions above are great for every position, you may want to get some additional detail based on employee roles.
Managers and leaders can have greater insight than entry-level employees, and both could provide crucial information for attracting top level employees and retaining them.
Would You Ever Consider Working With Us Again
And finally, it’s worth asking the employee if they could ever see themselves coming back in the future.
“This encourages conversation around improvements at our own office, and what sort of career goals they can envision pursuing with our company,” says Gates Little, CEO of altLine at the Southern Bank Company.
“This question opens up the possibility of keeping in touch for future opportunities, and also reassures exiting staff that there are no hard feelings.”
What Values And Principles Do You Live By
This question helps employers determine if your values and principles align with those of the organization. Before your interview, check out the nonprofit’s website to learn more about their mission and what they hope to achieve. Determine which of these values match your own. Try to find a way to connect your answer to the job you’re applying to.
Example:”My number one principle in life is to give more than I take. I strive to help others without having any sort of agenda. I simply want to make the world a better place, even through small acts of kindness. I am interested in working for a nonprofit like yours because I see the value you add to people’s lives.
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What Nonprofits Do You Currently Support
An employer of a nonprofit is looking for candidates who are devoted to making a positive impact on the world. They might ask this question to see if you genuinely support charities and nonprofits. Before your interview, think about which organizations you have donated or volunteered time to. Explain why you support these organizations, and talk about why their missions resonate with you.
Example:”While I have donated to a variety of charities, there are two major ones I support right now. The first is Save the Whales. I make a monthly donation to their whale rehabilitation efforts. The reason I got interested in this organization is that I grew up whale watching in Seattle. If the whale population continues to diminish, I would be absolutely heartbroken.
The second charity I support is my local food pantry. I volunteer there for a few hours every other week. I think that it’s important to support a balance of local and national causes. I enjoy connecting with my community members there and seeing the difference I can make with a little bit of my time.”
Ultimately Its About Balancing Honesty With Politeness
Remember that an exit interview is all about your ability to think critically about your experience with your employer. If this has been largely positive, thats great. Do your best to help them improve and be sure to stay in touch. In todays interconnected jobs market, networking continues to play a really important role. For this same reason, its important not to leave on bad terms. So even if your role has been far from enjoyable, be sure not to tarnish your reputation by remaining polite and focusing on suggesting improvements.
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Examples Of Exit Interview Questions To Ask
Here are 14 exit interview questions to ask employees who are leaving the company on good terms:
1. What prompted you to start looking for another job?
The answer to this question will invariably contain details unique to the individual taking part in the exit interview, but asking it gives you the ability to track common themes. For example, if many employees leave because they were discouraged by a lack of career advancement opportunities, you may want to take another look at your strategies for promotions. And if people are moving on for better pay elsewhere, you should consider raising salaries and instituting a bonus plan.
2. Under what circumstances, if any, would you consider returning to the company?
Boomerang employees are people who leave a job on good terms but later decide to come back. And with todays talent shortage, more employers are eager to keep the door open for top performers who already understand their corporate culture. Thats why its good to know what factors would lure a highly skilled professional back into the fold. But even if they never reapply, asking this exit interview question can help you develop better retention strategies. Dig deeper with follow-up hypothetical scenarios regarding pay, perks, flexible scheduling and greater responsibilities.
3. Do you think management adequately recognized your contributions? If not, how do you think recognition could be improved?
Did You Have Clear Goals Objectives And Tasks
When over half of employees admit that they don’t actually know what’s expected of them at work, this question gets to the heart of something important: the clarity of your communication.
If you find out that the employee felt like they were aimlessly wandering without any sort of helpful direction, you know you need to overhaul how responsibilities get delegated to your team members.
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Would You Recommend Our Charity As A Good Place To Work
If your answers yes, thats great. Perhaps you might even have some friends that youd like to recommend for upcoming positions?
If you want to say no, be careful how you phrase it. You might want to say something along the lines of, This is a great place to work for people who are passionate about x / want to develop y. But it might be less appealing to those who like to focus on z.
If You Could Change Anything About Your Job Or The Company What Would You Change
Though you’ll likely gain a lot of insight throughout the exit interview, this question will help the employee to focus in on the biggest or most important reason they’re leaving your company. This is also a non-confrontational way to encourage them to reveal the real reason they’re leaving, as it isn’t asking what they didn’t like, but what they would change. It shifts their answer from a complaint to a suggestion, which many people feel more comfortable providing. Often, just the way we ask a question can make all the difference.
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What Were Your Criteria For Choosing A New Employer
An employee’s answer to this question could help their organization gain insight as to why they chose a different employer or position. Employees can share the specific reasons they searched for a new job. For example, their new role may include benefits not provided by their current employer.
Example answer:In my new position, my employer will provide additional training so that I can advance my position. With the resources I will have available, I expect to earn my sales certification within six months.
Types Of Exit Interview Templates
There are two main types of templates. One is a form the employee fills while the other has questions the interviewer asks and captures information as the interviewee responds. You can find both types of templates on different template providers websites.
Tip: You can blend both methods to ensure you obtain accurate information. Customize the questions centering on the main drivers for the professional separation.
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Was There A Time When You Felt Proud Of Your Work
This question gives employees a chance to share a positive experience they had with the company. No matter their reason for resigning, it’s a good idea for employees to acknowledge what was good about their job.
Example answer:Yes. We worked on that last project a little longer than we expected, but the client was impressed with how detailed and thorough we were. It made me proud to be a member of the team.
Be Mindful Of Response Bias
Response bias is an umbrella term for various factors that lead people to respond to survey questions in an untruthful or misleading way. They aren’t necessarily doing so maliciously, but because they perceive it’s in their best interest for whatever reason.
Response bias can be tough to completely eliminate, but carefully structuring your exit interview questions can help. Here are a few tips:
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Why Are You Leaving Your Position Or What Led You To The Decision To Leave
Employers may ask this question to find out if employees are leaving because they have been offered a better opportunity or for personal reasons. Try to maintain a balance between honesty and politeness when answering this question. If applicable, employees can mention the skills or experience they’re hoping to get from their next job.
Example answer:I have really enjoyed working here, and I have learned a lot over the course of my employment. However, I feel like I have accomplished all I can in this role and need something different. While I have learned much at this job and honed my skills and experience, I feel it is time to go in a different direction. I have gained invaluable experience for the future, and I feel the time is right to expand my experience and strengthen my abilities.
Would You Recommend Our Company To A Friend Looking For A Job
If at all possible, you want the answer to this question to be yes. It indicates the success of the company as a whole. The outgoing employee may be dissatisfied with small aspects of her job, but you want her to talk positively about the company. If she wouldnt recommend your company to her friend, find out why and then fix it.
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Do You Feel That You Had The Right Tools To Do Your Job Well
Heres your opportunity to be super open and honestand remember to think of the word tools in the broadest possible context. We dont just mean a laptop or a piece of software, but tools such as online platforms that support you in your day-to-day role, as well as the mentoring and training that was provided for you.
If youre particularly keen to leave on good terms and make an impact even in your final days, you could leave the HR team with suggestions of tools that youve researched and that might be beneficial for your team in the future.
Were You Adequately Paid In Your Position
Talking about money makes everybody cringe. But, when low pay is the top reason that people leave jobs, you need to ask a question like this one to see if you’re paying wages that are competitive with the market.
If not? You need to revisit your pay structure to see how you can more fairly compensate current and new employeesâotherwise you’ll risk losing more and more talent.
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Essential Elements Of An Exit Interview Template
Exit interview templates significantly vary depending on where you source the template. The templates employ different structures and questionnaires. At the minimum, any professionally designed template should have the following:
- Initial and last date of employment
- The main reason for leaving
These contents can appear on a simple Word document, alternatively use template software to generate one.
Dont Wait For The Exit Interview To Ask These Questions
Want to gather this information before your employees decide to leave? Incorporate these questions into your performance reviews. Identifying concerns before they become problems can help you retain valuable employees and keep your business running smoothly.
And dont be afraid to ask whether their work schedule was amongst the reasons they decided to leave. There are many scheduling options out there, such as:
It would be a shame to lose a valuable employee over something as easily changeable as schedule.
And if youre wondering how to actually schedule those alternatives, the Sling app can help. It provides powerful tools, including onboard artificial intelligence, to help you schedule five, 10, or 100 employees quickly and easily.
When you use Sling to manage your employees, you can dedicate more time to ensuring that your team members have what they need to do their jobs well and that you dont have to ask these exit interview questions again.
For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.
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Lets Start With The Most General Sample Exit Interview Questions:
- Why did you decide to leave our company?
- How would you rate your overall job satisfaction level?
- How likely would you recommend working in our company to your family or friends? .
Companies conduct exit interviews to find out why each former employee leaves the company and determine what they can improve to avoid losing the most valuable team members.
Make The Most Of An Employees Exit
Departing employees are as much a part of everyday life as new ones. Businesses and people change, and a bit of change does everyone good. Nevertheless, it is rarely an enjoyable experience when someone leaves. Structured exit interviews can help you to make the best of the situation.
You gain important insights on how to better retain your employees, and you get to part company with your employee on the best possible terms. Everybody wins, and for that reason, employee exit interviews are a must for every HR department.
Streamline All Your
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Exit Interview Survey Example
Thanks to implementing exit interviews at your organization, you will get valuable, constructive feedback about what your company should improve to avoid losing the best employees. Positive opinions will make you continue the excellent work of both the human resources department and the entire organization. Negative feedback collected in the survey is even more critical because departing employees will tell you exactly where to find problems affecting employees decisions about leaving the company.
But how to conduct an effective exit interview? We are here to help. Below weve described the essential topics connected with an employee exit interview and explained how sending the online exit survey to departing members of your team can improve the experience of current and future employees.
Tips For Employees Preparing For An Exit Interview
If you’re an employee who is leaving, keep the following points in mind when preparing answers for your exit interview.
Be objective. Keep your focus on the job. Talk about the company as a whole instead of its individual employees.
Practice your answers. Consider asking a friend or colleague for help.
Take notes. Creating a record of the exit interview helps you remember what you and the interviewer said or agreed upon and gives you an accurate backup if you need it.
Consider nonverbal signals and body language. Take a few deep breaths before the interview, and consciously relax. This will help you remain calm and focused on the interview. Try to keep your body language open, which will help you feel more comfortable throughout your exit interview.
Although companies conduct exit interviews primarily for the benefit of the employer, it is still a good opportunity for employees to give valuable feedback and resolve any differences or issues.
Nonverbal communication is one of many tools that can help you make a good impression in interviews and in your professional life. However, candidate assessments should be based on skills and qualifications, and workplaces should strive to be inclusive and understanding of individual differences in communication styles.
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Did You Feel That You Were Equipped To Do Your Job Well
If you want a direct way to better retain the employee who fills this position next, ask this question. It’s one of the best exit interview questions that will help you generate an immediate proactive response. Be prepared for tales of technology woes, inadequate training and more, but also be prepared to gain valuable knowledge of what you can do better next time.
Why Are You Leaving
Some may see these first two questions as the same, but theyre actually very different. Your employee may have started looking to switch jobs for one reason. But she may have made the final decision for a host of other reasons.
These two questions help you determine everything that prompted her to leavefrom initial dissatisfaction to the final straw that broke the camels back.
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Performing An Exit Interview
Simply stated, an exit interview it is one performed with an employee leaving the company. Either the employees manager or an employee from HR Dept will conduct the interview. HR shares the information with the management and other parties based on compilation of feedbacks from several exit interviews. It does not share each persons feedback to not to violate confidentiality concerns and maintain the process integrity.
Most exit interviews get conducted through the person-to-person method for the main reason that talking with the employee can help explore and understand his views in a better way and the HR involvement sends out a good message to everyone. Furthermore, with this method, the interviewer has a chance to probe and ask more questions.
Explain in a most congenial manner that you will use any information disclosed in the interview in an aggregate format which can help the organization improve and, as important, retain valued personnel. Make sure that you understand every response the employee gives and ask for clarifications when needed.