Organizations spend considerable time, money and effort recruiting, hiring and training new employees. However, when an employee leaves, their knowledge and skills also depart. This can represent a significant loss for the company. In many cases, rehiring former employees can help organizations recapture some of what was lost when that employee initially left.
Rehiring former employees, also known as “boomerang employees,” offers numerous benefits for both the organization and the worker Below are some of the top reasons why rehiring previous employees can be an excellent recruiting strategy
They Already Know the Organization
One of the biggest advantages of rehiring a former employee is that they already have extensive knowledge about your organization’s culture, values, processes, and personnel. They likely developed strong relationships and built rapport with colleagues during their previous tenure. This means they can quickly re-integrate and operate productively from day one.
With an external hire significant effort goes into training them on organizational processes, culture and team dynamics. Even after a lengthy onboarding period it takes time for a brand new employee to get up to speed. In contrast, a boomerang employee can hit the ground running with far less guidance since they already understand the organization inside and out.
They Are More Motivated than Outsiders
In many cases, former employees who return demonstrate higher motivation and engagement levels. Why? In most situations, the employee left voluntarily for another opportunity or due to changing personal circumstances. The fact that they ultimately decided to return signals that they truly want to be part of the organization again.
Unlike an external candidate who is weighing multiple job offers, a boomerang employee has specifically chosen your organization a second time around. This highlights their preference for and commitment to your company. Their past positive experiences make them eager to contribute and add value.
They Bring Back an Updated Skillset
When an employee leaves and is rehired later on, they gain outside experience that can benefit the organization immensely. During their time away, they likely expanded their skill set, learned new approaches and built knowledge working at another company or in a different industry.
Tapping into this updated expertise allows your organization to level up without paying for external training. The boomerang employee can bring fresh ideas and best practices that enrich your existing workforce. Their external experience bridges the gap during the time they were away, keeping your team’s competencies current.
Their Ramp-Up Periods Are Shorter
As referenced earlier, rehired employees require significantly less onboarding and training compared to external hires. Because the organization and role are already familiar, they can become productive almost immediately upon starting. They are also able to coach and mentor new team members much faster based on their historical understanding.
Less ramp up time translates to quicker wins, more efficient HR processes and cost savings related to onboarding. The organization can devote more resources directly into the employee’s value-added responsibilities rather than investing in lengthy knowledge transfer activities. Their institutional knowledge makes the rehiring transition seamless.
They Offer Valuable Insights into the Employee Experience
Boomerang employees return with a unique outside-in view of the employee experience. Because they recently spent time away from the company, they can provide an impartial perspective on the organization’s culture, operations and people.
HR leaders and managers can learn valuable lessons from exiting and re-entering employees about strengths to leverage and areas needing improvement. Their candid feedback can spotlight what attracted them back to the organization versus what drove them away initially. Gathering these insights helps inform retention initiatives.
Considerations When Rehiring Former Employees
While boomerang employees can be a highly strategic talent pool, rehiring former staff isn’t always the best move. Here are some important considerations around bringing back previous hires:
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Understand why they left – Explore the reasons behind their original departure. If the factors that drove them away haven’t changed, rehiring may not be prudent. But often, life circumstances like moves or family changes influence departure decisions.
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Assess performance history – Look back on their prior performance record. Top performers with solid track records have the highest probability of success when rehired. Weak or problematic employees likely won’t add value if recruited back.
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Interview thoroughly – Conduct in-depth interviews to assess cultural fit, updated skills and motivation levels. Look beyond resumes at attitudinal changes. The right conversations will reveal if this candidate is equipped to come back successfully.
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Define the role clearly – Clarify role, expectations and responsibilities upfront if rehiring. Don’t assume a former employee will just slide back into their old role. The team or needs may have changed since they left. Provide appropriate onboarding and training as needed.
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Communicate with current team – Be thoughtful in how boomerang hires are communicated to avoid perceptions of favoritism. Disclose reasons transparently. Frame the rehire as a value-add based on outside experience gained.
Best Practices for Successfully Rehiring Former Employees
Reaping the many benefits of boomerang employees requires careful execution. Follow these best practices to ensure the rehire goes smoothly:
- Start with a clean slate. Don’t hold old baggage or preconceived notions.
- Set clear guidelines early about role scope, responsibilities and expectations.
- Provide necessary onboarding including new system trainings, updated processes or tools.
- Give them early wins to build confidence and get up to speed faster.
- Introduce them to new team members and reconnect them with tenured colleagues.
- Recognize and leverage their outside experience and objectivity.
- Seek their input on enhancing culture, processes and retention.
- Publicly showcase their knowledge transfer and mentorship abilities.
- Monitor integration and address any integration issues immediately.
- Reward boomerang employees commensurate with their value, not tenure.
Rehiring former employees requires a strategic approach but can yield tremendous dividends. Their business and cultural acumen, renewed motivation and outside experience give boomerang employees unique advantages. When leveraged correctly, they can pickup where they left off and drive value from day one.
In today’s competitive labor market, returning employees can be invaluable hires.
As companies continue to struggle to fill open roles, former employees represent a potentially untapped pool of talent. These “boomerang” employees who return to their former employers have in today’s labor market become far more numerous than in years past.
While no organization plans for a valuable employee to exit, it can be incredibly beneficial — for the company as well as the employee — when they return after some time away. These returning employees already know the organization’s ins, outs, and nuances, and understand the employer’s expectations and company culture. In a job market where talent competition is at an all-time high, looking to those already familiar with your organization could be a competitive advantage for a few key reasons.
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Onboarding speed: Employees who have boomeranged back into the organization tend to ramp up much faster than new hires. If they’re returning to the same position, they’re well aware of what their role entails, though they may need to learn about changes to work patterns implemented since they left the organization. If they’re being hired for a different role, their learning curve is still far lower than a new hire’s because of their knowledge of the company, making the transition easier from the start. In either case, the boomerang’s foundational understanding of the social systems that underpin the organization gives them a clear advantage over new hires who have to learn these nuances from the ground up. This is especially true in large organizations with complex systems, divisions, and hierarchies.
Performance: Boomerang employees are typically more satisfied and more committed than external hires. Because of this, they also perform at higher levels than their peers, secure better performance reviews compared with new hires, and are more likely to be promoted than non-boomerang peers. Rehires also bring unique skills and experiences that can significantly benefit an organization. For example, their time away, perhaps even within a competitor, might give them a fresh perspective and valuable insights on how the organization has grown and changed; perhaps they have a new outlook on the market itself. The boomerang employee’s precious insights can inject a team with the energy it needs to continue to grow.
Costs: It’s expensive to attract, onboard, and retain talent. It costs about $30,000 to $45,000, for example, to replace an employee earning $60,000 per year. Keeping hiring costs down is especially important now, amid the current labor shortage. Another benefit of hiring boomerang workers is that employers save between one-third and two-thirds on recruiting costs. Companies take a risk with every hire, but the risk is lessened with boomerang employees.
Should I Rehire a Former Employee
What are the benefits of rehiring employees?
There are several perks to rehiring someone, especially if they left on good terms. Some benefits are: Familiarity: Former employees already know team members, organizational traditions and company culture. Rapport: Rehired employees with positive professional relationships have an advantage in collaboration and communication.
Should you rehire a former employee?
Rehiring a former employee, also known as a boomerang employee, can save time and money, and you already know they’re a good fit for the company. Whether you’re rehiring after layoffs or recruiting someone who left for another opportunity, a structured process gives you plenty of time to ensure the decision is right for both parties.
Should you rehire employees?
Professionals often make friends within the workplace. Rehiring a well-liked employee can help reconnect work friends and improve your employee’s mood. Making an effort to rehire former employees also can show your team members you value individuals and want to create a workplace of close professionals.
Should you rehire a former team member?
In essence, rehiring is not just about filling a vacancy. It’s about recognizing past value and leveraging it for future growth. It’s an opportunity to revisit, recalibrate, and reignite potential in the workplace. Rehiring a former team member can be a smart move. They often understand the company culture and require less training.
