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Human Resources/Exit Interview Process.


QUESTION: Dear Brian

Can you highlight the importance of
Exit Interview Process in Corporates?.


ANSWER: Prashant,

There is MUCH MORE available on this topic by just doing a google search.  My advice would only touch the tip of the ice burg on this topic.    Look on Google for:

Reasons to conduct Exit Interviews

A corporate company can be just 3 employees;  or 30,000
So, Exit interviews  may not be important with just a hand full of employees where the owner or the HR manager know  the reasons a person is fired or resigns.   In this case,  there is no need to conduct any further reviews or discussions on why they are not there any more.

Often in large companies, the HR manager never meets every employee and so there is a disconnect.  HR might want to know   why are so many people leaving Department ABC;  or why does Manager Prashant have so many replacement employees?    So, a written Exit Interview is a metric just like a written performance review.  It is a way to make sure things are being done as expected.   An employee on the way out  would LOVE to tell how his manager was not good,  didn't provide training,  had bad habits or other issues.    On flip side, the employee may tell about other situations and in the end, it is all intended to help do better hiring and understand if there are trends on why employees are leaving.  Maybe they are all going to work for a competitor who is paying more?   It can be any reason.

So, I hope this helps.


---------- FOLLOW-UP ----------

QUESTION: Dear Brian


Are Exit interviews useful in all sectors viz Airlines, Banks, Manufacturing, Healthcare etc?.



They can be since these types of industry are typically larger employers with levels of management where one hand may not know what the other is doing.

Also, it is up to the practices of the company.  If there were lawsuits in the past, the employer's legal department or attorney may encourage HR to conduct exit interviews to gather information and cover themselves.  Some "culture driven" companies may want to read exit interview details because they believe they need to know the heart felt reasons an employee is giving to leave their employment for some other mistress  (Employer #2).  Maybe they really do care ?

Also, an exit interview may be given for all separations from employment or only the ones where an employee chooses to leave on their own terms.   In this case, the employee's free will determines their fate and there must be a reason they want to leave and not stay.   Alternatively, If the company is terminating someone, they already know why the person is going.

Thank you for the follow up question.


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Brian Phillips


Foreign and US university students -*PLEASE*- DO NOT waste your time asking for my opinions, comments or analysis of your homework questions. Homework questions are not answered and are rejected. I am happy to help answer questions asked by employees and employers regarding United States based state and Federal wage and hour, OT, Fair labor standards, FMLA, COBRA, Recruiting, Interviewing techniques, employee manuals, discipline, terminations/quits, unemployment, HRIS rollout, Employee Leasing or Staffing company cost analysis, day to day scenarios, work situations and more. Essentially a well rounded HR generalist who operates Harvis, Inc., a human resource consulting and service business based in Northeastern Pennsylvania "NEPA".


At Harvis, Inc., we provide Human Resource products, services and advice to small businesses that may not have the time or resources to hire a full time HR department. For larger companies with HR managers in place, we compliment their expertise to help with time consuming or time sensitive projects like updating policy manuals, screening and interviewing and more. We make workplaces better by becoming that 1/2 person they need to help handle HR responsibilities on a daily, weekly or monthly basis. Formerly responsible for all Human Resource activity for a staffing agency with 2,500 annual employees as well as an employee leasing / PEO business with 1,500 annual employees. Designed and implemented the HR structure to support hundreds of clients in excess of $ 500 million in payroll volume over career in Human Resources.

* President 2006- Harvis Inc. HR Services * President 2010-13 Business Association of the Greater Shickshinny Area - Shickshinny PA * President 2013- ShickshinnyForward Not for Profit Community Long Term Revitalization Organization and former member of varios Chambers of Commerce and HR Taskforce, former President of NBC Business Club 2 years

Bloomsburg University - 1993 BS Marketing, Bloomsburg Pennsylvania and Luzerne County Community College - 1991 Business Administration, Nanticoke Pennsylvania

Awards and Honors
* Better than average - 20/10 vision * Bestowed with an occasional "Thank You" from clients and their employees.

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