Dear Mohan,
The Exit Interview format attached, seems to be good. However, whatever format one uses to get the feedback from the outgoing employees, I don't think that HR will get the real feedback. I experienced three types of responses - first, 80 to 90% positive; second, similar percentage of negativity and third one - 10% sincere feedback. The first slot consists of people, who were in the good book (in all respects) and wanted to remain in the good book even after leaving the services (as they believe that the world is too small and for any reason if they wanted to come back things should be in their favour and as such why to give a negative remark - even if the experience was bad) and as such they always represent the facts with positive remarks. The second slot are the rebels and might have compelled to leave, and as such their response are always seen negative and even they criticize the exit interview process. The third slot really wanted to bring out their bad/good experience in black and white and they give a real/correct feedback. Therefore, while conducting the Exit interview, the HR people need to segregate the outgoing employees in the above category to analyse the real/correct feed back and then recommend for corrective measures.
All the best,
Gopal