So, you are moving on to greener pastures. Congrats! You will soon be moving on to the next step in your career. But, before you leave your current company, you have some loose ends to tie up. You have to give notice, fill out paperwork, and you will likely be asked to do an exit interview.

Exit interviews are increasingly common. They are a tool for companies to learn about how they can improve. They also give you an opportunity to provide your opinion about your time with the company. One thing that most departing employees want to know is which questions they will be asked during the interview.


In a previous blog post, 5 Vital Questions to Ask Employees in an Exit Interview, we wrote about exit interview questions that companies should ask employees:

  1. Why are you leaving?
  2. Why did you start looking for a new job?
  3. How would you describe our company culture?
  4. If you could change anything about your time with our company, what would it be?
  5. How could your role be improved?

These are common questions you can expect to hear as part of an exit interview. Here are some additional questions you may be asked:

  1. How was your relationship with your manager?
  2. What did you like most about your job?
  3. Do you think you were provided with the tools to do your job to the best of your abilities?
  4. Which skills should we be looking for in your replacement?
  5. Do you have anyone you would refer for the position?


So, how should you respond to these questions? We know, some can be awkward, and you probably just want to get it over with. Here are some tips for dealing with an exit interview:

  • Be honest
  • Try to help the company and provide them with thoughtful answers
  • Try to avoid throwing anyone under the bus
  • Don’t say anything that will burn bridges (you never know if you may want to work for the company again in the future)


Learn more about HR recruiting by reading these insightful blog posts. They are packed with great tips and advice:

6 Signs You Need to Improve Employee Relations

How a Talent Acquisition Strategy Can Improve Employee Morale

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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