1: Why did you look for another job
Why did you begin looking for a new job? Answers to this question will give you a wide range of feedback. You may learn that an employee simply needed a job closer to home, or that a specific situation sparked the search. You could also learn about a competitor’s recruitment tactics
2. What led to accepting the new position?
What ultimately led you to accept the new position? This question allows you to contrast your company’s offering with an employment competitor. It may also offer clues about how well your company meets career development needs. You may find that a competitor offers better pay, opportunities for advancement, or work-life balance.
3. Did you feel equipped to do your job well?
Did you feel that you were equipped to do your job well? Is there any way we could have helped you do your job better? This gives you direct insight into how to retain the next employee who fills this position. You may hear tales of technology woes, inadequate training, or lack of managerial support. On the other hand, you may simply learn that training and support were adequate and other factors were more pertinent to the decision to leave.
4. Were you given clear goals and objectives?
Were you given clear goals and objectives for your role and for advancement? Sometimes job descriptions change on the fly, or organizational priorities shift. Find out if there were any ways that the employee’s expectations could have been better managed.
5. Describe your relationship w/Manager
Please describe your relationship with your manager. Were you satisfied with the way you were managed? Answers to this question help you hone in on the traits needed for the replacement hire, and help you uncover any issues pointing to dysfunction in that particular department.
6. Describe our company culture
How would you describe the culture of our company? Getting an insider’s read on the culture will help you better articulate it to candidates and understand how accurate your employer brand messaging is.
7. What did you like about working here?
What specifically did you like about working here? What will you miss the most? Asking for specific examples gives you ammunition for future recruiting. It also fosters a sense of goodwill with the departing employee by focusing on happy memories.
8. What did you dislike about your job?
What did you dislike about your job? Whether it’s bureaucracy, procedures, grunt work or clashing personalities, you’ll get a more realistic view of the position. Use this information to hone in on key qualities needed for future hires and give important feedback to the department.
9. What are your views about management?
What are your views about management and leadership at the company? Since top leaders often set the tone, asking this question gives the departing employee an opportunity to express what might be valuable insight on how leadership is being perceived within the company.
10. Were you satisfied with pay/benefits/other?
Were you satisfied with pay, benefits and other perks and incentives here? Is there anything we could improve? While you may not be able to change certain things, it’s worth knowing how employees perceive your pay and benefits package, particularly as they head off to a competitor
11. What could have been done to keep you?
What could have been done for you to remain employed here? There is no question more direct than this one. Often, a frank question will give employees an opportunity to open up where they were afraid to before. Expect to receive valuable information about the working environment, development opportunities or the manager.
12. What would you could change?
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. It shifts their answer from a complaint to a suggestion, which many people feel more comfortable providing
13. Would you consider coming back?
Would you consider coming back to work here in the future? In what area or function? What would need to change? Organizational knowledge is an important asset, so it’s worth finding out if they’d consider future employment
14. Would you recommend the company?
Would you recommend the company as a good place to work to your friends and family? Former employees can still be brand ambassadors. If their experience was reasonably good, they might know people who would be perfect fits for particular roles within your culture.
Would you write a review on Glassdoor
Would you write a review on Glassdoor? Glassdoor reviews help future employees get a better idea of what it’s like to work at your company. Reminding a departing employee of their power to help others out shows your company’s commitment to transparency