Most of us have faced an interview while applying for jobs. These interviews are conducted to evaluate whether a candidate is suitable for a job position. Interview has become an indispensible aspect of hiring employees. Have you ever heard about exit interviews? Well, it is an emerging trend that is truly becoming an integral component of myriad organizations. Want to know more about exit interviews? It is a survey conducted with those employees who are leaving an organization. Most likely the director or a HR manager conducts such an interview. Usually participating in an exit interview is entirely voluntary. There is no compulsion that employees have to participate in an exit interview. Sometimes, the employees concerned would like their details to be kept anonymous. Some employees might prefer a questionnaire than a live interview. Nevertheless, an exit interview should be carried out fairly without any prejudice. The aim of this survey is not to annoy or take vengeance as the employee is leaving the organization. If you are the HR manager or boss of your business, and trying to find out why your employees are willing to leave your organization, exit interviews can be the perfect opportunity to bring out responses with regards to the faults in the organization and emphasize on enhancing the company’s ability to retain valuable employees. However, if the employees are leaving the organization, they are more likely to be open and eloquent about such shortcomings and areas that needs some improvement in the organization. Most workers imbibe a great deal of expertise and knowledge during their service. As a result of their exit, a valuable proficiency is permanently lost. It is important to ensure the employee replacing the one leaving the organization participates in the interview. This way the knowledge can be easily passed on to the new employee, thereby paving the path for improvement and growth of the organization. Question that can be asked during such exit interviews are easily available on the internet. It can be good decision to include general questions rather than being specific. You should be more patient and eager to listen more than question. After all, the purpose of the exit interview is to leave a positive impression on the minds of the departing employee. Typically, conducting an exit interview is the key to bring improvements in the organization. It shows that you are willing to receive frank feedbacks, and act on those employee suggestions with the intention of improving the company, rather than interrogate the worker on the spot. Conducted along with employee satisfaction surveys, these exit interviews are good source of feedback for company development. If you have ever thought exit interviews as waste of time, think once again! When used appropriately, the feedback of departing employees could increase work efficiency, boost morale of existing employees and create more profitable organization. These interviews would allow you to gain insight of your managers supervising skills and how effectively they can run their department. You can even discover the changes that your company should consider making your position more competitive by providing flexible working environment, compensation, and bonuses and so forth. The exit interview is the best time to discuss the final payments and benefit issues and explain the policies related to departing employee.