In a study conducted to obtain information on the corporate exit interview, the personnel directors of 500 major American corporations were asked to indicate the purposes and goals of the interviews, their degree of formality, and their content. In addition, the respondents were asked to assess their interviewing system and describe the nature of training for the interviewers. Of the 241 responses, most indicated that exit interviews were part of their corporate policy and that the primary purposes of the interview were to determine why the employee was leaving and to locate sources of job dissatisfaction. The first goal of the interview was to discover conditions that might affect other employees and assess employee sentiment about working conditions. Only a slight majority considered their interviews to be formal. The majority felt that exit interviews were only somewhat accurate and that their system of interviews was only moderately satisfactory. The findings suggest that organizations recognizing the value of the exit interview must train interviewers (1) to obtain clear, accurate information, (2) to analyze the data on an aggregate level, rather than an individual one, and (3) to discern overall trends as well as individual problems. (HTH)