Hiring talent is one of the biggest challenges facing owners of home service businesses. Finding workers who will put in a lot of effort, delight clients, maintain organization, and stick with your company for a long time is no easy task.
Good interview questions will enable you to learn more about your candidate’s motivations and personality. Their responses will reveal whether they’re a good fit for your company and whether they’ll last.
Use our list of the best questions to ask a new hire to get started. These inquiries go beyond “tell me about yourself” and will help you easily overcome hiring and retention challenges.
- What are your career goals?
- Why did you leave the company previously?
- What made you decide to come back to our organization?
- What have you learned while you were working elsewhere?
- What new skills do you bring to the position after working for another company?
How to Answer “Why do you want to work here again?” – (Interviewing with a former employer)
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Many workers are moving around in search of the next opportunity. They might desire a greater challenge, more money, or think they must leave their current employer in order to advance their careers. Should you hire them if they leave your company and discover that the new opportunity wasn’t as good as they had thought it was, or if they left in the past and have since acquired new skills?
Rehiring a former employee, also known as a boomerang, may seem like the simple solution because they are already familiar with the business environment, people, and culture, but there are a number of reasons why they might not be the best candidate. Before hiring a former employee, managers should consider the following five factors.
Am I hiring the boomerang employee because it seems like the easy option?
The majority of employees will return to an employer for a different or more senior role, but is the new job exactly the same as the one they left? Think about how they’ll adapt to a new position and whether their peers will view them as qualified for that higher-level position. Consult the employee’s previous manager (if applicable), HR, and cross-functional stakeholders to determine whether they should be rehired and to learn more about their soft skills and capacity to adapt to novel and challenging circumstances. By doing so, you’ll be able to anticipate any obstacles to the boomerang’s success in its new position.
then consider how they’ll fit into the team’s culture. What will you need to do to ensure a smooth transition for the boomerang and the team? Will they be managing any former coworkers who were previously peers? How will that impact the team dynamics? Is it the same team or has the team changed or grown since they left? If it’s a new team, how will the boomerang fit in with the current employees?
You may believe the boomerang doesn’t need much onboarding, especially if they’re returning to the same team, but businesses, teams, and processes grow and change, and they deserve the same amount of ramp time as any new employee. Do you equate “easier” with “no ramp time?” Great if they quickly get back into the swing of things!
Why Do Employees Leave Temporarily?
Regardless of how good your company and culture are, turnover is inevitable and to be expected. Even excellent employees who adore working for your company may see a variety of reasons to move on, including:
What Is a Boomerang Employee?
An individual who previously worked for the company, left (typically on good terms), then later returned to work there is known as a boomerang employee.
In the past, leaving a company voluntarily was frequently seen as a sign of disloyalty. Many businesses, regardless of how well they had previously performed, refused to rehire anyone out of principle.
However, working for a variety of companies over the course of a career has become much more common in recent years. Employers have gradually grown more at ease using the talent pool of former employees and bringing people back on, especially where there are skills gaps in many critical functions. This is especially true for those who have previously performed well.
Note: A true boomerang worker is typically someone who worked for your company recently enough that at least some current employees are aware of them. It makes sense to treat them like any other potential new hire if they previously worked there for ten or fifteen years.
FAQ
What questions can you ask a former employee?
- What was the interview process for this position like? …
- What did you like about your position? …
- Did you think you had everything you required to carry out your duties effectively?
- How would you describe your job responsibilities in this position?
What are the most useful types of questions to use during a return to work interview to gain maximum information?
Questions should touch on matters like their current state of health and whether they are capable of working again; if they have sought medical attention, if your absence was caused by anything related to your job, and if there are any workplace modifications that could facilitate their return to work.
How do you interview a boomerang employee?
Interviewing the boomerang worker What have you done since leaving the company? How have you improved your skill set and capabilities? Do you have any unresolved conflicts with the business or former coworkers we should be aware of? Why are you interested in coming back at this time?
What are the 5 questions the interviewee should ask the interviewer?
- How long have you been with the company?
- Has your role changed since you’ve been here?
- What did you do before this?
- Why did you come to this company?
- What’s your favorite part about working here?
- Which particular challenge do you occasionally or consistently face at work?
