Boomerang employees are the ones who left the company for a better job or salary, and after some time they are re-hired into the organization. This practice is becoming popular these days with people like Steve Jobs, Steve Huffman (co-founder of Reddit), and LeBron James leaving their glamorous jobs and returning to the same employer in different circumstances.
Put A Strategy In Place For Promising Boomerang Employees
When a good employee leaves your company, you may be tempted to cut ties with them: you are bored, stressed, and maybe even hurt, but try not to. Just because that person leaves doesn't mean their loyalty goes away too. Businesses have evolved and realized that loyalty can stay and grow. So first and foremost, support your employee in their decision and let them know that they will have a place to come back to.
Before his departure, get his feedback during an interview. It can be very rewarding to have advice on how to improve certain things in your business. Stay in touch by offering to write a letter of reference, logging in on social media, and adding him to your former employee network. Former employee management software such as KonnectAgain can help you stay in touch.
When your former employee has started their new job, be sure to contact them occasionally to find out if everything is going well for them. If you are looking for candidates, why not contact him and ask him if he would like to participate in the co-option campaign? Who knows, maybe he knows the perfect person. Also, be careful if this person is looking for a job again, do not hesitate to contact them. She may be happy to know that you have taken her feedback into account.
What Precautions Should Be Taken Before Rehiring An Ex-Employee?
Although boomerang candidates are different from standard candidates, you should still treat them fairly during the recruiting process. If you decide to rehire this employee, make sure they are aware of any new training, policies, or procedures that are currently in effect. This strategy shows that you have prepared for his return and that the business has evolved since his departure.
Before reintegrating a boomerang employee into your team, it's good to know why he left the company and what his relationship was with his colleagues. They may have had a bitter memory of it and do not wish to be around it again. Some might also envy his new salary if it is higher than theirs. This would give employees the wrong signal: should we look elsewhere and come back to benefit from better remuneration? Finally, check with him about his motivations for returning and explain to him how the company has evolved since his departure. Even if he knows the house, he must be able to readjust to new practices in order to perform as well as the others.
Why You Should Hire A Boomerang Employee
The Recruitment Process Is Shorter
Since this employee has already worked in the company, the employer, therefore, knows his qualities, his faults, and his skills. The sourcing and recruitment process is reduced, which is a real plus in the context of talent shortage. However, before hiring him again, a few checks are necessary: what are his motivations? What will he bring to the company? Has he acquired any new soft or hard skills?
They're Is On Familiar Ground
The employee who returns to his previous company is familiar with his values, his teams, his way of working… He will find his bearings much more easily and will therefore not need to benefit from training and an onboarding phase. . In addition, it will be immediately operational in the field. The cost to the company is therefore much less than if it hired a new recruit.
They are More Motivated Than Ever
Whether he left for family reasons or a desire to progress, the boomerang employee has made the choice to return to his former employer. What better proof of recognition for the company? In addition, by being offered a second chance, he will work extra hard to prove himself and will certainly be more loyal than a new employee.
Their Knowledge Is Reinforced
Enriched with new experiences, the boomerang employee can use in your company the skills acquired in the competition. He comes back with a fresh look at the organization and new methods from which you can benefit. By re-hiring him, you minimize the risks of poor recruitment since you already know the employee and you now know that he has new skills.
The Cons Of Boomerang Employees
It is of course also necessary to present the disadvantages associated with boomerang employees: they represent a considerable risk of flight. While some of these employees may come back to you bursting with excitement and full of innovative ideas, some may cling to old ideas that are now irrelevant to the company. And so it can set your business back instead of moving it forward.
While boomerang employees may gain new experience while away, it can come at a considerable cost. To return to your business, some employees may expect to receive more benefits and greater compensation. Depending on the worth and skills of that particular person, your business will need to determine whether or not it is worth it.
Before welcoming an ex-employee back in, make sure that their return will not rekindle a past conflict with one or more of your current employees. It may be interesting to have a discussion with other managers who have worked with this person in the past and who will remember any differences that may have arisen. If you do decide to rehire a former employee, be sure to cover all sensitive topics.
Of course, the main disadvantage of boomerang employees is the fact that they can decide to leave your company again. They've already done it once, so who can predict that they won't do it again in 3 months? If like many you decide that there are more “for” than “against”, it is essential to put a strategy in place.
Are boomerang employees the solution to your recruiting problems? Taking into account the elements discussed above, boomerang employees are a very good solution if your company wants to evolve and build a network of former employees in a strategic way. Losing employees is part of the game, but it doesn't have to end in a negative way, some employees may just want to broaden their experience of the world and there is nothing you can do about it. What you can do, however, is build and nurture these relationships in a way that benefits both parties. So, do you accept this challenge?