The second someone indicates they are out the door, employers are quick to start the hiring process again. Adverts are up, shortlists are being made and recruiters are informed they need to find a "replacement" ASAP.
As a recruiter, it does make it hard for me to work that role again if no exit interview was done and they have no depth as to why their employee has resigned.
Exit interviews should not be looked at as something negative, but instead this can be brilliant opportunity to showcase positivity and change within the team.
Regardless of if the candidate lasted three months or three years, the exit interview can be of huge benefit to your team. As a hiring manager you might find holes in your hiring process or job descriptions.
Would be interesting to know how many employers make the most of this situation.
Although they won’t want to burn any bridges, outgoing staff are likely to be willing to have an honest conversation about your strengths and weaknesses as an employer.