Should You Rehire "Boomerang Employees"?

Over the past few years, the worlds of employment and recruitment have been nothing short of chaotic. Therefore, you should not be surprised that boomerang employees, a term that was not widely known until recently, are making headlines. Did you know that 4.5% of recruits on LinkedIn's platform were boomerangs, up from 3.9% in 2019?

 

Boomerang employees: Who are they?

An individual who quits a job only to work for the same employer again at a later time is known as a boomerang employee. Although many boomerang employees come back after leaving to work elsewhere, it is not always the case. 

They might have left for their health, to spend more time with their loved ones, to pursue their education, or even to take early retirement.

 

Are boomerang employees the best choice for your company?

Boomerang workers may represent a market opportunity for SMEs because many larger employers are investing in alum networks to entice former employees. And in a time of labour shortages, that is incredibly appealing.

However, it is vital to consider your business's immediate and strategic needs rather than sending out calls to all of your former employees. When evaluating potential boomerang employees, let objectivity take priority over familiarity, just as you would when considering a new applicant. 

• Were they excellent workers? 

• Do they possess the abilities you now require?

• Do they have the people skills necessary for your business? 

• What set of circumstances led to their departure?

 

Can you afford to hire a boomerang employee?

One benefit of returning to an old position for an employee is that they know what to negotiate. As a result, they are more likely to request benefits that will ease their lives, such as remote working, flexible scheduling, and salary. 

Because of this, employing boomerang workers might cost your company more money than making an external hire. However, this is something that many organisations are willing to compromise on compared to the lower performance and subpar customer relations associated with understaffing.

There are several benefits to using this hiring method, although it is generally more expensive.

 

What advantages come with hiring a boomerang employee?

1. They can pick up right where they left off.

A prospective boomerang employee will have no trouble reintegrating into your team if your company culture has not changed since they left. And that is great news. Even if they are unfamiliar with their new coworkers, they will be aware of the customs and behaviour expected in your workplace.

However, keep in mind that your company culture is likely to have changed the longer someone is away. Although it does not necessarily follow that a former employee will not fit in now, it might influence how they rejoin your company.

 

2. They are aware of the demands placed on them.

A boomerang employee who has previously worked for your organisation will be fully aware of what is in store. They will be mindful of the clients they will be working with, comprehend the working hours, and have a realistic understanding of what is required of them during peak periods.

 

3. They learn quickly.

Boomerang employees learn faster than external hires, even when they are hired for a different position. This is because they already know many things that a new employee would have to learn from scratch, such as meeting protocol, email system, filing system, etc. In addition, they might already have a network they can tap into for assistance and unofficial support.

 

4. They are the better version of their old selves.

The fact that a boomerang employee will have learned new skills and perspectives since they last worked for you is one of the best things about hiring them. No matter what they have been doing, that remains the case. Their absence from your company will allow you to gain new insights into their position, your business, and the industry you serve. This can be especially helpful in fostering innovation and fresh thinking within your company.

 

What should you consider before hiring a boomerang worker?

Although hiring a boomerang employee has obvious advantages, the process is more complicated than simply giving them a desk and allowing them to get to work. You should invest time in preparing your boomerang employee for excellence. You must decide on a few things before creating an onboarding process for them, including:

• Why did they leave their past role with you? (Be prepared for this information to differ from what they initially told you)

• Why did they decide to leave their new position or return to the workforce?

• What do they want to accomplish by rejoining your company?

 

How to bring in a boomerang worker

It is simple to believe that by rehiring a former employee, you will have someone who can start working immediately. Still, developing a special onboarding process for boomerang employees is essential.

1. It would help if you reconnected your boomerang employees to the company, the employee brand, and your objectives. By going over everything, you will make sure they are fully informed. It can be simple to forget what they already know and what they don't.

2. Clearly state what you expect. Boomerang workers are frequently expected to perform better than new hires, which may help to explain why they are more likely to be let go than outside hires. Use a clear objective setting to ensure everyone is aware of the expectations.

3. Be aware of potential adjustments to the dynamics of your team. Although reuniting with an old employee can be a cause for celebration, it can also cause issues for some. This is particularly likely if an employee returns to a higher-ranking position where they will have more seniority over coworkers. You can support team harmony by being considerate of this and requesting your boomerang employee to do the same.

 

Employing former employees can be an excellent solution for both companies and individuals, mainly when recruitment issues make it more difficult than ever to find qualified candidates.