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Yes, but on the latter part or after a long term process. Exit interviews are made to determine and gather data to why people are deciding to leave the company. Common factors would be salary, relocation, lay-off, management transfer/acquisition, and so and and so forth. We all know this factors already. It is human nature to seek for more. Exit interviews are to used to measure it and put it in statistical reports. Why on the latter part? Because before you can get the data about the exit interview, the employee has already decided to leave the company. Exit interviews are only good for prevention of possible attrition in the future. It is a valuable data for the HR / recruitment team so they can gauge upcoming applicants' loyalty and attrition chance from the reasons or concerns of the previous employees who underwent the exit interviews. It will also be a waking point for the management to change or develop their process to have a better solution for employee attrition rates.
Staff turnovers can be decreased through exit interviews, but it rarely happens as we see that employee tend to change for few reasons (as in better pay, better role etc).
The employer has to make some sort of mutual understanding with the employee to retain him/her with the organisation.
Staff turnover happens in different reasons as uncomfortable working environment, unstructure compensation & benefits, lack of staff acknowledgement, lack of respect and so on. Exit interview can diagnosis why staff is leaving from the organization and what are the main reasons? It is an effective tool to reduce turnover, if we take sufficient measure on this issues.
