Let’s face it—by the time someone hands in their notice, most companies have already mentally moved on. The exit interview? Often treated as a tick-box exercise, half-heartedly conducted on their last day, sometimes skipped altogether. But here’s the thing: if you’re overlooking the potential of a well-run exit interview, you’re leaving invaluable insight on the table.
Exit Interviews: Not Just a Formality
Done properly, exit interviews offer a unique window into what’s really going on in your business. These aren’t performance reviews or culture surveys—they’re unfiltered reflections from people with little to lose and a lot to say. Employees tend to be far more candid once the stakes are gone, and that candour? It’s gold dust.
From recurring management complaints to broken promises around progression, or even toxic undercurrents that haven’t made their way to HR yet—this is where you hear the stuff that doesn’t fit neatly in a survey box.
Why Most Companies Get It Wrong
Here’s where it goes wrong:
- Too little, too late – Conducting exit interviews on an employee’s final day? You might as well ask them how they’d like their goodbye cake decorated. The best insights come once the dust settles—ideally 1–2 weeks post-departure. That’s when people reflect clearly, without emotion clouding their thoughts.
- The wrong interviewer – A line manager or someone in HR who was part of the problem probably won’t get the full picture. Opt for someone neutral, ideally external if possible, who can create a safe space for honesty.
- No follow-up – This one’s the killer. Gathering insight but doing nothing with it sends the worst possible message: that you’re just going through the motions. Track patterns, not one-offs. If three people mention the same issue, you’ve got something to fix.
How Exit Interviews Can Actually Help You Hire Better
As a recruitment agency, we can’t stress this enough: your employer brand is only as strong as your last few exits. If people leave and feel ignored or burnt out, word spreads fast—especially on Glassdoor or LinkedIn. But if they leave feeling heard, respected, and part of the company’s evolution, you’re building long-term credibility.
Here’s where exit interview insights feed directly into hiring strategy:
- Refining job descriptions – If leavers consistently say the role didn’t match what was advertised, you’ve got a misalignment that’s costing you.
- Spotting toxic patterns – Poor management, lack of recognition, or cliques might be quietly wrecking retention.
- Improving onboarding – New hires leaving within six months? Exit interviews can show you exactly where the experience fell flat.
Final Thought
Exit interviews aren’t about trying to win people back. They’re about listening, learning, and evolving. If you want to build a workplace that people stay at—and speak highly of when they don’t—you’ve got to be willing to hear the hard truths. Especially when they’re walking out the door.