“For employers, hiring former employees who left on good terms is a no-brainer: They know their past experience and assume they picked up some new skills to bring to the table during their time away.” – Robyn Melhuish, Business Insider.
What brings a former employee back to an organisation? I’m about to rehire a team member who left our business about a year ago. We parted on good terms: She gave appropriate notice, maintained a strong work ethic, designed and delivered a transition plan, which assisted me to replace her with a new hire who is now one of my top performers.
While there will always be a need to source externally and same role/same needs/same company vacancies are relatively unusual, we’ve had a number of people return to Slade Group at various times in their careers, myself included.
As reported in Forbes, people move on for all kinds of reasons: to further their career, to take advantage of an opportunity or to accommodate a change in personal circumstances. That said, there’s nothing wrong with welcoming back someone who left your company after a long period of service simply because they wanted to try something different.
It might surprise you that in a US Workplace Trends Survey of 1800 HR professionals, “While only 15 percent of employees said they had boomeranged back to a former employer, nearly 40 percent said they would consider going back to a company where they previously worked.” And why wouldn’t they if you’ve got a strong employer brand, a clear employee value proposition (EVP) and the culture of the organisation is a good fit?
Here are the key benefits to boomerang hires, as identified by careerrealism.com:
- They’re a known entity – boomerang employees have a well-known track record with your company
- They’re easier to train – if they’re already familiar with your company’s operations and its unique processes, they can start contributing and producing sooner
- Their turnover rate is lower – they know what to expect from you and your company and knowing what else is out there, they chose to come back
- They provide a competitive advantage – they may have gained significant insights from their time working at another company in the same industry or a different market sector
If you choose to rehire, career site Monster recommends taking the time to introduce a boomerang employee to your business as if they were a new staff member. Whilst it might take a little while to get re-accustomed to the flow of things, you can counter some of the initial awkwardness on both sides by briefing them on new projects and establishing clear expectations from the start.
I’m looking forward to our ‘new’ starter.
Have you successfully boomeranged someone as a hiring manager? Have you made a successful return to a previous employer?