You have options when selecting the type of employee to fill a vacant position. Even if you have chosen to rehire a previous employee, you must still follow a formal procedure. The mere fact that someone has previously worked for you does not give you permission to omit certain hiring steps. Here are some key steps to take.
Rehiring a former employee
Why rehire a former employee?
Consider the following benefits of rehiring a former employee:
Do’s and don’ts when rehiring a former employee
Here are nine dos and don’ts to take into account before rehiring an ex-employee:
1. Do interview them again
It’s helpful to conduct an interview before rehiring an employee, even if you are familiar with them and their qualifications. You can concentrate on what they have accomplished since leaving your company to determine how they have developed and what they can bring to the team. To make sure they’re motivated to work toward the mission, it’s also helpful to inquire about their reasons for returning to the company. Some questions you could ask include:
2. Do discuss salary and benefits
Establishing salary and benefit expectations before you formally rehire the employee is important, especially if they differ from what they previously received or they are starting in a new role. By doing so, you can ensure that the rehire is fully informed and any uncertainty is removed. During the interview, you can discuss benefits and pay, and you can confirm the compensation structure in their written contract.
3. Do consider a rehire and reboard program
If you frequently rehire former employees, it might be helpful to set up a program that quickly welcomes them back to the company. Given that you are probably already familiar with most of their qualifications, a rehire program might involve a shortened interview process. Your reboarding program can go over any fundamental company information they might need to learn again and incorporate updates regarding the industry or job that differ from what they were previously taught. For instance, it’s beneficial to include training for the new project management software in your reboarding program if you’re rehiring a project manager.
4. Dont forget about the team
Ask the team for input before making a final hiring decision to find out how they feel about working with the departing employee. Collaborative environments are crucial for teams, and involving them in the rehiring decision can promote team cohesion. Including them in the decision-making process can help you build trust with your staff members.
You can collect data on any team or job differences to include in your reboarding program. Team members frequently already know more about departmental or team dynamics than a new hire would need to.
5. Do learn how to apply their new skills and experience
Most rehires acquire new skills while they are away from your company. Find out more about the fresh perspective they can bring to the role during the interview and reboarding processes. Look for opportunities to put those abilities to use and ways they can develop them. If you rehire a marketing coordinator who left to pursue a marketing degree, for instance, you can check to see if they picked up any fresh SEO optimization techniques from their classes.
6. Dont assume they remember everything about the business
Having the former worker complete a more thorough onboarding program may be advantageous if they have been away from your company for a while. Consider probing them about the company during the interview or before their first day to see what they remember and where they might need more training. Include these in your program, and make regular checks to ensure that the students are relearning everything they need to.
7. Do make them feel welcome
Making your rehire feel welcome can make it easier for them to acclimate to their new job. Think about completing the same activities you do for new hires for your rehire. For instance, you might arrange a team lunch during the first week of the rehires so they can socialize with their coworkers. Try to fill their first two or three days with learning-focused activities to keep them occupied.
8. Dont overlook paperwork and company documents
Although your former employee completed the onboarding paperwork when you first hired them, make sure they do so once more. Giving them these documents either before their start date or on their first day is crucial because some of their information, such as their tax status, may have changed. Asking them to complete these forms ahead of time will enable you to begin the reboarding process more quickly. Documents to remember include:
9. Do communicate often
As with any new hire, it’s crucial to regularly check in on your rehire to make sure they’re adjusting to their new position. Checking in at the end of each day for the first few days, then once a week for the first two or three months is usually helpful. Make sure they’re content with their decision to return to your company and that they’re doing a good job in their position. You can modify your reboarding procedure to include things they still need to understand.
FAQ
Is a rehire considered a new employee?
Rehiring a former worker with less than a year of prior service will result in the worker being treated as a new hire and disqualifying them from seniority or benefit plan participation based on prior service.
Should you rehire a fired employee?
A: Probably not. Should I think about rehiring a fired employee. Compared to a new hire, a fired employee is much more likely to have a negative attitude toward your company. Don’t rehire despite the fact that the issues that caused the firing appear to have been resolved; doing so will only lead to conflict.
Can a company rehire after termination?
After being fired, it is possible to be rehired, but it greatly depends on the reasons why you were fired in the first place. Certain terminations may leave a record that makes it more difficult for you to get hired in the future. But no form of termination robs you of your right to work.
What makes someone ineligible for rehire?
If you violated the terms of your employment agreement while employed by a company, you might not be qualified for rehire because you disregarded an agreement you had with the employer. As an illustration, let’s say that you worked on a project for your company that contained some delicate business data, such as financial records.
