An exit interview is typically a meeting between at least one representative from the company’s human resources department and the departing employee. Generally, the idea behind an exit interview is for human resources to gather data for improving working conditions and retaining employees. Exit interviews can be a valuable tool for a company to use to allow for an analysis of data to determine what impacts turnover. Employee turnover is costly and is recognized as a key organizational concern.

Employees have the right to refuse to participate in an exit interview. Many employees may feel that there is no benefit to them to participate. After all, they are already leaving the company. Some employees may feel that participating in an exit interview will give the employer an opportunity to be negative about them on future background checks. Even more employees may wonder “why are you asking me these questions now instead of when the problems were first apparent and could have been fixed.

Background screening companies are aware of the usefulness of the information that can be obtained from a background check. Some companies have been able to establish a format to obtain the information without providing any identifiers on the employee filling out the information online. This could be a useful tool in the performance of background checks. An employer is more likely to get honest, up front answers to their questions, rather than answers the employee hedged on in an attempt to keep from burning bridges. Some screening companies have the ability to obtain the information in a format that allows the employee to remain anonymous to the employer, and still obtain the information needed. Allowing the employee to remain anonymous allows for maximum feedback and honesty when completing the questions.

Exit interviews are rarely expensive. If you have a high employee turnover rate, it might be time to try and find out why. This is one tool that can help with that problem.