The Great Resignation threw a curveball at talent acquisition strategies across industries. While some companies scrambled to fill empty positions with new hires, a fascinating trend emerged – the rise of the boomerang employee. These are former employees who leave a company, gain valuable experience elsewhere, and eventually return for a second (or even third) stint. Let’s explore the unique value proposition of boomerang employees, address common concerns, and equip you with the tools to reintegrate them seamlessly into your organization.
What Are Boomerang Employees?
Simply put, boomerang employees are former team members who return to your company after departing for another opportunity. Traditionally, there was a stigma attached to these individuals, with some seeing them as lacking loyalty or struggling to find success elsewhere.
However, the current hiring landscape paints a different picture. Boomerang employees often bring back a wealth of experience and fresh perspectives gained at other companies. They can act as a bridge between the past and present, offering valuable insights into competing strategies and industry trends.
Benefits of Hiring Boomerang Employees
The advantages of rehiring former employees are numerous:
- Reduced onboarding time: Boomerangs already understand your company culture, core values, and internal processes. This allows for a smoother onboarding experience, saving valuable time and resources.
- Increased productivity: They hit the ground running, requiring less training and time to adjust to the work environment. Their existing knowledge allows them to contribute meaningfully from day one.
- Enhanced cultural fit: Having already experienced your company culture firsthand, boomerang employees are more likely to integrate well with existing teams. This reduces the risk of cultural clashes or disruptive onboarding experiences.
- Improved employer branding: Boomerangs returning to your company act as a positive endorsement of your work environment. This can attract new talent who see your organization as a place where people want to stay and eventually return.
Proceed with Eyes Wide Open
While boomerangs offer a plethora of benefits, it’s important to acknowledge the potential challenges as well:
- Understanding their departure: Dive deep into the reasons behind their initial exit. Did they leave due to lack of growth opportunities, compensation issues, or a toxic work environment? Addressing these concerns is crucial to ensure they have a positive experience upon returning.
- Addressing skill gaps: Even with previous experience, skills may not have kept pace with industry changes. Factor in their outside experience and provide them with upskilling opportunities if needed.
- Salary expectations: Boomerangs may return with higher salary expectations, especially after gaining experience elsewhere. Be prepared to negotiate a competitive compensation package.
How to Rehire an Employee
Rehiring former employees requires a strategic approach that works best when used in tandem with employee exit surveys. To do it effectively, you must maintain strong alumni relations. Don’t burn bridges when employees leave. Stay connected through alumni networks, social media, or occasional check-ins, keeping your company on their radar and fostering a sense of community.
Next, develop a rehire policy. Establish clear guidelines for rehiring former employees, including issues like required wait periods, eligibility criteria, and compensation considerations. Finally, implement a system to track the career paths of former employees. This allows you to proactively identify high performers who might be interested in returning.
Interview Questions for Boomerang Employees
Standard interview questions will not suffice for boomerang employees. These returning team members require a special approach, especially considering they may have given previous feedback on an exit survey. Consider incorporating these specific questions:
- Why are you interested in returning to our company? This helps understand their motivations and alignment with your current culture.
- What skills and experience have you gained since leaving? This assesses how their outside experience complements your current needs.
- What are your long-term career goals? Ensure their aspirations align with the growth opportunities you offer.
- What are your salary expectations? Be prepared for potentially higher demands and negotiate a competitive package.
How to Ask a Former Employee to Come Back
Interested in approaching a former employee for a boomerang hire? It requires a personalized touch. Reach out to relevant candidates directly with a personalized message. Highlight specific accomplishments during their tenure and how their acquired skills align with current needs.
Be sure to showcase any positive changes in the company culture, leadership team, or career development opportunities since their departure. Most importantly, express genuine interest. Reiterate your positive memories of their work and express genuine interest in their career growth.
Leverage Boomerang Employees for Success
Boomerang employees offer a unique opportunity to tap into a pool of experienced talent who already understand your company’s culture and values. They can significantly reduce onboarding costs, boost productivity, and act as brand ambassadors for your organization. However, to successfully reintegrate boomerangs, a proactive approach is key.
More importantly, invest in building strong alumni relations beginning with thorough exit interviews. Gaining valuable insights into why employees leave in the first place can help you identify areas for improvement, making your company a more attractive destination for boomerangs. Let us show you how with a free demo.
