I'm currently doing the exit interviews for our marketing department. We have an online survey that we follow up with a live exit. We ask all the standard questions but I recently read an article regarding ex-employees being great new employees and was wondering if there were any opinions out there on what sort of questions to pose to get a "feel" for how or why to tag leaving employees for future possible positions. I'm not always privy to the details around behavior/action leading up to an exit, so I would like a set of 3 or 4 I could add to our current exit? Any thoughts?

DebS,

In theory yes, real life it depends. Outside of a knowledge drain where a deal is made before you see them, you need to find out the reason(s) why these individuals are no longer part of the organization to even suggest this practice.
Broadly speaking you need to leave a job with a smile on your face.

Nero

Deb S.
Rather than using the exit interview to determine if an ex-employee is a good candidate for any position, use their history in terms of performance, commitment, their overall professional packgage.
There are so many reasons exceptional employees leave, an exit interview seldom provides a real and complete picture.
If an ex-employee wants to return check their files, investigate the reasons of why they left, and after you have all the necessary info. make a decision.
When people are leaving they have different agendas and thinkings about the job they are leaving.

Ines Serra