When it comes to staffing, flexibility is key. As market conditions for talent acquisition wax and wane, it’s important to adapt to whatever comes your way. A rehire option may be a best practice for business, depending on the employee and their reason for leaving. Some may not be eligible for rehire, meaning there’s some formality or official reason why it wouldn’t be appropriate.
For some businesses, employees who left the fold are no longer welcome to return and are automatically considered not eligible for rehire. But a blanket “no rehire” policy may be counterproductive. When staff members leave voluntarily or are subject to downsizing, eliminating them for rehire may mean missing out on talent that knows the company culture, is trained and can often hit the ground running. There are reasons to include or exclude employees for rehire: Some are common sense, others may be more nuanced. Let’s start with the basics.
Getting rehired at a previous employer can be a great move under the right circumstances It allows you to leverage your institutional knowledge and restart on familiar ground. However, returning to a former workplace is not always straightforward Employers may designate staffers as non-rehirable upon their departure, barring them from being considered for future openings. So how do you find out if you are eligible to get your old job back?
In this comprehensive guide I will cover
- What makes employees non-rehirable after leaving a company
- Effective ways to determine your rehire eligibility
- Steps to take if you are not rehirable currently
- Negotiating rehire status if you left in good standing
- Making the most of the rehiring process as a boomerang employee
What Makes an Employee Non-Rehirable?
Employers classify departed staff as non-rehirable for a variety of reasons. Some common scenarios include:
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Resigning without adequate notice: Giving your employer sufficient notice before leaving is standard professional courtesy. Many companies mandate at least 2 weeks’ notice in policies. Quitting abruptly or failing to work the notice period may permanently burn bridges.
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Termination due to misconduct: Actions like stealing, harassment, bullying, violence, or policy violations can warrant non-rehirable status. Some firms prohibit rehiring terminated employees altogether.
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Poor performance: Subpar work quality, missed deadlines, lack of skills or disciplinary issues may also lead to non-rehireable designation in some cases.
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Specific company policies: Certain corporations prohibit rehiring any former employees whatsoever. Others may bar re-employment within a set timeframe, like 1 or 2 years.
While these actions usually trigger non-rehireable status, exceptions exist if you left on good terms or have skills needed amid staff shortages. Proactively determining your eligibility is key.
4 Ways to Find Out If You Are Rehirable
If you wish to return to a former employer, first discretely investigate your rehire status. This avoids wasted time and awkward conversations later. Tactful approaches include:
1. Checking past employee records
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Submit a written request to HR to confirm if any non-rehire flags exist in your employment records and reasons for the same. They are obligated to show you.
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If records are unclear, ask for specifics on company policy regarding rehiring former employees and eligibility criteria.
2. Speaking to a past manager
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Contact a former supervisor or manager you trusted and directly ask if they would rehire you. Gauge their reaction.
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Ask why they would or would not. It provides insight into any concerns that you can then address proactively later.
3. Leveraging your network
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Reach out discreetly to trusted ex-colleagues still with the company. Inquire what they may have heard around rehireability.
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Connect with recruiters or HR personnel who worked there previously and ask their informed opinion.
4. Reapplying to test the waters
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Submit an application to a relevant opening to see the company’s response.
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If rejected outright, it indicates non-rehireable status. Being interviewed means you likely remain rehirable.
Avoid desperate moves like showing up demanding a job or confronting the employer abruptly. Discretion is key throughout this process.
What to Do If You Are Not Currently Rehirable
If determined non-rehirable currently, constructive next steps include:
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Requesting a review of status: Formally petition HR to review the decision, providing mitigating context. Demonstrate receptiveness to rehire conditions like probation.
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Addressing causes: Reflect on what specifically triggered the non-rehireable flag and work systematically to address weaknesses. Obtain training, references etc. to show development.
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Reconnecting with key managers: Meet former supervisors informally and transparently discuss your growth since leaving. Maintain the relationship. Their backing can help overturn HR decisions later.
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Proving yourself in interim roles: Take on short assignments at the company through a third-party recruiter or temp agency. Stellar performance can help change perceptions about rehireability.
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Waiting out any mandatory cooling off period: If a time-bound restriction exists, be patient and reapproach after the waiting period lapses. The break also allows absorption of learnings.
With consistent effort, it is often possible to eventually transition from non-rehirable to rehireable status.
Negotiating Rehire Eligibility If You Left in Good Standing
Employees who resigned with proper notice and on good terms are typically rehirable. However, here are some proactive steps to take:
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Confirm rehireability before leaving: When resigning, specifically ask about rehire eligibility. Get HR to confirm it in writing as a future safeguard.
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Take care of transitions fully: Complete handovers, documentation and pending tasks before leaving. It upholds your professional standing.
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Keep relationships warm: Maintain periodic contact with managers and colleagues after leaving. It keeps reentry easier.
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Check-in before applying: Before formally reapplying, discreetly reconfirm with former managers that they would welcome your return.
Securing rehireability in advance provides peace of mind and smooth pathways for boomeranging later.
Making the Most of the Rehiring Process
Once assured of eligibility, optimize the rehire process:
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Highlight fit: Reference your prior experience and networks within the application. Show enthusiasm and alignment with new directions.
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Prepare for interviews: Expect interviews similar to external applicants. Review old projects and brush up on company changes since you left.
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**Be open about why you left:**transparently address why you left originally and what has changed to allay concerns.
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Discuss work status: Clarify if you will return at the same level or need to start afresh. Manage expectations.
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Focus on value-add: Emphasize what new skills you bring and how they can be leveraged for existing needs.
With the right approach, returning to an old workplace as a “boomerang employee” allows you to hit the ground running and quickly add value in new ways.
Key Takeaways
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Check with HR records, past managers and internal networks discreetly to determine rehire eligibility before applying.
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Constructively address non-rehireable status through performance improvements, new skills, maintaining relationships etc.
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Employees who resigned professionally and left on good terms can proactively secure rehireability.
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When rehired, highlight fit, address concerns transparently and clarify work status upfront.
Knowing your rehire standing and negotiating it wisely enables returning to former employers seamlessly when the occasion suits. Time away can give renewed perspective. With maturity and capability building, second stints stand to be even more fruitful than the first.
Who Should Be Eligible for Rehire?
Certain employees who formerly worked at your company might warrant eligibility for rehire, meaning they can be a good fit and deserve consideration. Reserve rehire eligibility for those whose circumstances represent the following situations.
Downsized or laid off employees should always be eligible for rehire. These staff members were likely performing well when market conditions dictated their separation. Returning them to the job should be your first line of rehires whenever possible.
Employees who left voluntarily might also be strong candidates for rehire, depending on their status at separation. If they were productive employees when they left, consider putting them back on the payroll. They know the organization, the work and the team And if they left for another job that didn’t work out, they may have learned the grass isn’t always greener.
When it comes to rehiring employees, consider the ones who left the company to:
- Attend to personal situations.
- Attend to the needs of a family member.
- Raise their children.
Some may have left the fold short-term; others may have had years away from the organization. But all will have experience with the culture and workings of the business. While they may require upskilling in some areas and training in new procedures, their historical knowledge can be invaluable.
What does eligible for rehire mean in your organization, and what will rehire status mean to employees? This is important to determine in advance.
Many companies outline the specifics of their rehire policy based on employee status. Laid off or downsized employees who are rehired are often fully reinstated with their seniority and benefits, including PTO eligibility. They can continue as though they never left.
For some, employees who were on the job for less than six to 12 months are considered “new hires” if brought back to the organization. For these rehires, seniority and benefits reset according to the newest hire date.
The amount of time the employee was off the payroll may be the criteria you use to establish whether the returning employees are considered a rehire or a new hire. You may set a limit, as in six months or one year. If the employee is rehired before the time limit, their benefits are fully reinstated; if after, seniority and benefits reset to the new hire date.
Unless you have a collective bargaining agreement that outlines layoff/reinstatement requirements, you can create a policy that outlines your terms for employee rehire, seniority, and benefits. Make sure to advise staff members of the policy and adhere to it equally across all categories of workers.
If your policy allows for rehires, make sure to reinforce during each exit interview with staff who leaves voluntarily that they’re welcome to apply to return in the future. Remind them that the organization will be open to discussing any suitable available positions that may exist.. While you cannot guarantee the position they vacated will be open, assure them you’re willing to talk about opportunities the company has to offer if they become available.
Note in the employee’s personnel record whether they are eligible for rehire and what terms, if any, will apply if they return to the organization.
The exception to the rule
For some positions, including entry-level, retail and food service, job abandonment may have been the result of fierce competition in your area. A new recruit may have received a better offer just before or just after starting at your company. If you’ve ever tried to snatch up a new hire from another company in your area, you understand. For these staff members, it might be worthwhile to consider them for rehire, particularly if your training period and investment are not as complex.
Finding Out If You’re Eligible For Rehire
How do I find out if I am eligible for rehire?
How to find out if you are eligible for rehire in 3 steps Contact the previous employer. You can contact the previous employer you’re considering applying for to ask them about your rehire status. … Conduct a personal reference check. … Reach out to your connections. How is rehire status determined?
What is rehire eligibility?
Rehire eligibility and the length of “Do Not Rehire” status vary by employer. There are no laws governing employee rehires, but some companies do have rehire policies.
How do I rehire a previous employer?
You can contact the previous employer you’re considering applying for to ask them about your rehire status. Typically, you want to speak with a human resources representative within your previous company because they may still have an employee file for you. The file may contain information like:
How do I know if I’m rehired?
Conducting a personal reference check is another step you can use to learn more about your rehire status. This may mean having a colleague or friend who doesn’t work at your previous company call and ask them about you. For example, you might have them call like a potential employer who wants to gather some reference information about you.
