Your Old Employee Wants Their Job Back (But You Don't Want Them)

When a former employee asks to return to your company after leaving to work elsewhere, the immediate instinct is often to say no. But don’t let this perceived show of disloyalty cloud your judgement, as there are a number of reasons why bringing staff back could be a good idea. However, it’s important you weigh up the pros and cons of hiring back a former employee so you can make a carefully considered call.

Are boomerang employees still taboo?

At a time when a job for life was commonplace it was taboo to accept an employee back into the fold. These days, the average employee will work at 12 different organizations throughout their career, demonstrating how much the labor market has changed in recent decades. And that’s not the only thing that’s moved on, attitudes to so-called boomerang employees have too, with some businesses able to identify the benefits of rehiring former staff.

Skills shortages in the labor market

The global talent shortage has hit a 16-year high, according to research from the ManPower Group, which means recruiters don’t have the breadth of choice of candidates they used to. Depending on the industry a company works within, dismissing the possibility of rehiring a former employee with the right skills and experience due to the idea they’ve been disloyal may mean they miss out on top talent.

The benefits of hiring a boomerang employee

Before hiring anyone back to a business it’s worth considering the reasons it could be successful. They include:

• Known entities are considered less risky than first-time hires
• Less training and onboarding is required for individuals who have already done the job
• Boomerang staff cost less to be set up within the business and can reach full productivity quickly, making them cost effective
• Returning employees are less likely to leave as they’ve already experienced alternative workplaces
• Boomerang employees are likely to bring a fresh perspective and new skills from their time away
• Rehired staff can help improve department retention as they advocate for the business by highlighting the reasons they came back

The drawbacks to hiring returning staff

Just as it would be shortsighted to overlook staff because they’ve left an organization before, it’s important for HR staff to be diligent in considering the drawbacks of hiring a former employee. They include:

• Previous employees can be more inclined to leave a business than new hires, as they’ve done it before
• Old feuds can be reignited if there’s been any tension with company staff
• Some boomerang employees expect seniority based on their previous tenure
• Former staff can expect a business to be the same as when they left and immovable in their attitudes

Former staff communication strategy

Your decision on whether or not to rehire an employee to your company should be based on whether they’re the best person for the role. They should be interviewed in the same way as other candidates, with all their skills and experience taken into consideration. This means not precluding them from applying simply because they left previously.

In fact, businesses should be aware of the potential to fill labor shortages from this demographic and have a strategy in place to remain in contact with those exiting the organization. Fringe benefits can include former employees speaking well of the company, recommending others to apply for jobs or even working with your firm as a partner in a different business.

Seemingly small actions can keep leavers on good terms and create brand ambassadors within your alumni, as well as recruiting potential. A positive experience should begin before they’ve left the company with an exit interview demonstrating you value their opinions and that they would be welcome to apply for future positions should they wish to return.

Create an alumni network of engaged former employees so you can keep members up-to-date on changes in the company and any roles that may tempt talent back to your organization. There are a number of ways to achieve this, but one of the most straightforward is to use a platform like LinkedIn.

It’s not enough to have previous staff follow your business on social media, but you must use it effectively to ensure they’re involved. Post alumni-focused content and check in with them once or twice a year. Asking how they’re doing and sending season’s greetings are effective ways to foster goodwill and remind them that they could return to your organization if a suitable position became available.