What is your company’s stance on boomerang employees? Boomerang employees, or employees who once left your company, have a different stigma today than in years past. Companies are becoming much more accepting of rehiring a former employee. In a recent study, 76 percent of those surveyed stated their company is more accepting of hiring boomerang employees today than previously. 15 percent of employees stated they have returned to a previous employer and 40 percent would consider returning.
For former employees who leave in good standing, the re-hire rate is growing; many companies are even giving priority to boomerang employees. Many left for another opportunity to grow as a professional and have valuable insights to share; these hires give a competitive advantage in talent and assist in closing the skills gap, in addition to reducing risk and onboarding. As these hires are already fairly familiar with your company and its background, they do not require extensive training timelines, allowing the employee to begin working faster. These employees are less of a risk. The company is already familiar with their skill set, often returning with greater experience from their time away.
Not only will boomerang employees help to close skill gaps and bring productivity faster, they also assist in boosting morale. When strong talent leaves a company, questions often arise. Other employees may wonder if they should begin looking for another position in case this was the start of a string of layoffs. However, returning talent does quite the opposite. When boomerang employees return to the office, morale increases. Messages of a strong culture are sent.
Companies must think about whether the employee is returning for the right reasons. These candidates have already left your company once. Why did they leave the first time? Will they leave again when another opportunity presents itself? Employee morale and longevity must be taken into account for boomerang candidates since they have already proven this action once. The hiring team must determine how the employee will rebound. For a successful rehire, the candidate must return more committed the second time around.
Are you convinced that you should open hiring up to a boomerang employee? A report found that 85 percent of HR professionals have received applications from former employees. Ensure your company keeps open lines of communication to any top performers who part ways from your office. Surveys found that 80 percent of companies stated they do not have a strategy in place to attract former employees to consider returning and 64 percent stated their company has no communication plan in place. With technology being so prevalent in today’s communication, it is easier than ever to stay in touch, including email newsletters, social media and LinkedIn.
While the first priority is to create a company culture that employees choose not to leave, it is also important to have a memorable culture that top performing former employees will want to boomerang back to.
About the Author:
TopLine Strategies delivers the complete integration and development of sales, marketing and customer service technologies that enable corporate clientele to improve revenue streams and strengthen customer interactions. Our project management and consulting is designed to achieve timely delivery, 100 percent user adoption of the technologies we implement and deliver measurable returns on investments for our clients.