Boomerang employees: an untapped talent source?

Former employees know your business and may produce results from the get-go.

Everything old is new again. Retro fashions attended back and are however you like. Old rock bands are reuniting (again) for a tour. And companies are rehiring old employees. Yes, the phenomenon of boomerang employees is real and more prevalent than ever before. According to a recently available survey, 76 percent of HR professionals said they are more ready to hire a boomerang employee now than previously.

6 EXPLANATIONS WHY You Should Rehire a Former Employee

Those hiring managers could possibly be on to something. Can you envisage if Apple hadn’t welcomed Steve Jobs back after he left? Rehiring may seem risky, nonetheless it can have benefits aswell. Hey, there’s grounds why those classic rock bands, and acts like New Kids on the market, keep selling out reunion tours. People like familiarity plus they appreciate a peer who has something familiar and reliable to bring to the organization stage.

Just as, boomerang employees would likely prove to be better still for you within their second-act performance than these were to begin with. Here’s why:

You don’t need to worry about whether candidates will participate in any office culture or if they’ll understand the structure of the business — they’ve recently been there and done all that. A rehire basically eliminates the necessity for an elaborate onboarding process. Both HR professionals (33 percent) and managers (38 percent) said in a Workplace Trends survey that knowledge of the organization’s culture may be the biggest benefit to hiring back former employees.

With new hires, there is usually a steep learning curve for all involved to nail down what this person’s primary job function will be. With boomerang employees, you’re leaving little to chance because they are able to jump right in and commence producing results, which significantly reduces the lag time that may accompany a brand-new hire.

4 Methods to Entice Departing Talent to come back

By calling your network of past employees directly, you’ll reduce a few of the money — up to $20,000 for a few companies — and time normally necessary for other more widespread recruitment solutions. To begin with, you will not be caught in the hamster wheel of discovering that someone isn’t the proper fit and needing to start over. Additionally, there is the added psychological good thing about your present workforce seeing employees return, which might be an indication that is the best spot to be.

The recruitment and hiring process is usually a gamble because you’re counting on the impression you get from a few quick meetings and the individuals ability to craft a good resume. If job-seekers may also string together several good references, hiring often boils down to a gut decision. With a boomerang employee, however, there is absolutely no guesswork in regards to what kind of a coworker this person will be and whether they will match the culture of the business. Actually, 56 percent of HR professionals and 51 percent of hiring managers said for the reason that Workplace Trends survey that they provide high or high priority to former employees who left in good standing.

Assuming former staffers left on good terms for similar positions, enough time they’ve spent away will probably have equipped them with additional skill sets and viewpoints that may now be distributed to the team. Think about it as though they left to pursue professional development or continuing education and also have now returned with newfound knowledge. Discuss a win-win situation.

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