The next time you decide to take a new job and announce your resignation, you’ll probably be asked to participate in an “exit interview.” Your soon-to-be-former employer will likely want you to discuss your reasons for leaving and answer other questions.

Most TechRepublic members who responded to our recent survey about exit interviews told us their employers conduct exit interviews, and they think these sessions are important.

About two-thirds of you said exit interviews are standard procedure where you work.

There are a number of reasons companies conduct exit interviews, including using the meeting to ask questions about what can be done to prevent you or others from leaving. Your employer may also want to try to assess the benefits or salary level that attracted you to the competition.

Another reason could be to find out if there are legal ramifications related to the departure. More than half of survey respondents said this question is either important or very important.

How valid is employee criticism voiced in an exit interview? About 42 percent of you said the results were “very valid” because the departing employee has nothing to lose. Only about 13 percent of respondents said critical comments by departing employees were not valid.

In response to a previous article, TechRepublic members have pointed out several concerns about exit interviews. Some of you told us that the departing employee’s immediate supervisor is not the best person to conduct an exit interview, and there was a preponderant share of opinion that the results of the interview would not be passed on to anyone in a position to change anything.

The majority of respondents to our survey said HR conducts the exit interview at their company. Only a few IT managers have this responsibility.
How does your company compare with these results? Do you have an exit interview process that encourages an honest response? Does anything actually happen with the information that is collected? Start or join a discussion below, or send us an e-mail.