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<\/p>\r\n\r\n\r\n\r\n\r\n\r\nLives and career paths don\u2019t always move in a linear direction. Even in the best of times, it\u2019s common for there to be stops and starts, priority shifts, and goal revisions. With the COVID pandemic impacting work habits and lifestyle choices, people are now considering options that were not part of their long-term plan a couple years ago.\u00a0<\/p>\r\n\r\n\r\n\r\n
One such shift that\u2019s being embraced by a growing segment of the workforce involves going back to work for a former employer. These so-called \u201cboomerang employees\u201d pursue this option for a variety of reasons, but it often boils down to a decision to make a calculated change in an uncertain job market.\u00a0<\/p>\r\n\r\n\r\n\r\n\r\n\r\n
Whether it\u2019s advantageous to a business to rehire a former employee depends on four factors, ranging from qualifications and work habits to personality and social skills. If the ex-staffer left the company on good terms with favorable performance reviews, then hiring them back would appear to be mutually beneficial. Assuming they got along well with co-workers and management during their first stint with the company, there\u2019s a good chance they\u2019ll fit right in, again. Although it would be necessary that they possess the skills and experience needed for the position they\u2019re applying for, their adjustment period would be relatively short, and their company knowledge would be above and beyond that of outside applicants.<\/p>\r\n\r\n\r\n\r\n
A study conducted by Workplace Trends<\/em> suggests that boomerang employees may have an inside track when it comes to the selection process. The survey, highlighted on BambooHR<\/strong><\/a>, states that \u201c56% of HR professionals and 51% of managers say they give high or very high priority to boomerang job applicants who left in good standing.\u201d Fewer training needs and familiarity with the company\u2019s culture were among the reasons that more than a third of the managers surveyed favor rehiring employees who did a good job the first time around.\u00a0<\/p>\r\n\r\n\r\n\r\n \u201cIf predictions are correct,\u201d says Forbes Magazine<\/strong><\/a>, \u201cbringing back boomerang staff may become part of the next trend in hiring.\u201d The wave of resignations triggered by the Pandemic has fueled a growing interest in returning to previous employers — especially if higher salary and remote working options are part of the mix. The resulting labor shortage is also prompting some managers, HR departments, and recruiters to reach out to former staff members to see if they are open to returning to the company.<\/p>\r\n\r\n\r\n\r\n One factor to weigh when considering rehiring a former employee is the length of time it\u2019s been since they were a staff member. A lot can change over time, including an ex-employee\u2019s personal circumstances, their attitudes, and their knowledge of a company\u2019s evolving goals and values. It\u2019s not unheard of that a company\u2019s culture can shift dramatically in a few years, often in direct proportion to staff turnover and changes in leadership.<\/p>\r\n\r\n\r\n\r\n However, even if a rehired employee needs a \u201crefresher course\u201d in the company\u2019s services, products, or business model, they will generally catch on a lot faster than someone who has not been immersed in it for months or years. The big question is whether boomerang employees are looking for an interim job opportunity or a long-term career move. That distinction can make a big difference in the outcome and ROI of hiring decisions.<\/p>\r\n\r\n\r\n\r\n A few probing questions during the interview process can reveal a candidate\u2019s true intentions and make sure they\u2019re not harboring feelings of ambivalence about any aspect of the company, key personnel, or compensation packages. That conversation might include some of the following questions, which can be modified to:\u00a0<\/p>\r\n\r\n\r\n\r\n If it turns out the ex-employee is highly qualified, committed, and has a renewed interest in working for the company, then there are several solid reasons to consider taking them back:<\/p>\r\n\r\n\r\n\r\n While decisions to rehire an ex-employee should not be made hastily, there is less risk and uncertainty associated with bringing back a former staff person\u2013especially if their job performance and personality is known and well respected.\u00a0<\/p>\r\n\r\n\r\n\r\n Whether you\u2019re hiring a new employee with high potential or considering a boomerang employee with a proven track record of doing great work, the HR process can be fraught with pitfalls and complex decisions. Learn how to navigate those challenges successfully by checking out our learning library of video courses<\/strong><\/a>. We\u2019ll help you gain the insights you need to make optimal decisions on recruiting, hiring, training, and retaining valued personnel.\u00a0<\/p>\r\n\r\n\r\n\r\n KnowledgeCity offers a complete eLearning solution, powerful Learning Management System software, and over 20,000 instructional videos to enhance your HR mastery and quality of your in-house training programs. Expertly prepared and presented in a learner-friendly format, our courses include the following video tutorials:<\/p>\r\n\r\n\r\n\r\n Peruse our full selection of HR course offerings<\/strong><\/a> or contact us today for a free demo<\/strong><\/a>.<\/p>\r\n\r\n\r\n\r\nPros and Cons of Hiring Boomerang Employees<\/h2>\r\n\r\n\r\n\r\n
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