Boomerang Employee: The Rewards (And Risk) Of Rehiring

Boomerang employees, individuals who return to work for a former employer, are reshaping the modern workforce dynamic. This trend, gaining momentum in recent years, brings valuable benefits to both employers and employees.

As organizations recognize the advantages of rehiring familiar faces, boomerang employees are welcomed back with open arms. The evolving job market encourages this unique approach to talent acquisition and retention, fostering a sense of loyalty and continuity within companies.

Also Read: How Talent Acquisition Differs From Recruitment

Who Is A Boomerang Employee?

Definition:

Boomerang employees are individuals who return to work for a previous employer after a period of absence. They've essentially "boomeranged" back to their previous employer.

These returning employees may have left for various reasons, such as pursuing professional development opportunities elsewhere, personal circumstances, or simply wanting a change of scenery.

Significance in the Job Market

Boomerang employees are becoming increasingly popular in today's job market due to their unique perspective. They offer fresh ideas while understanding the organization's history. They bring familiarity with the company culture and processes, reducing onboarding time.

Reasons For Returning

By understanding the motivations behind boomerang employees, companies can develop strategies to attract them back and leverage their experience and skills for continued success. Here are some of the top reasons why former employees return:

Positive Memories and Relationships

• Fond Memories: If an employee had a positive experience during their initial stint at the company, they might miss the work culture, colleagues, or managers.
• Strong Relationships: Existing relationships with former colleagues and supervisors can be a strong pull factor, especially if those connections fostered a sense of belonging and support.

Professional Growth and Recognition

• Skill Advancement: They might have gained valuable skills and experience elsewhere and feel ready to contribute at a higher level within their old company.
• Career Advancement: Returning with a broader skillset or proven track record can position them for promotions or leadership opportunities they might not have had before.

Dissatisfaction with New Employer

• Unmet Expectations: The new job or company culture might not have lived up to their expectations, leading them to seek familiarity and stability at their previous employer.
• Lack of Growth: The new opportunity might not have offered the professional growth or challenges they were seeking, motivating them to return to a familiar environment.

Did you know? In 2022, UKG conducted a survey and found that “62% of people who left jobs during the pandemic, or more than 15 million people, say the job they quit was better than their current job.

Personal Circumstances

• Relocation: If an employee relocated for a previous job and circumstances changed (e.g., spouse's job change), they might return to their original location and seek re-employment with their former company.
• Work-Life Balance: The new job might have demanded more hours or lacked flexibility, leading them to prioritize the work-life balance they previously enjoyed at their former company. Events like marriage, parenthood, or caregiving responsibilities can prompt former employees to come back for stability or work-life balance.

Company Initiatives

• Stay-in-Touch Programs: Companies that maintain relationships with former employees through alumni networks or occasional re-engagement efforts can make it easier for boomerang employees to consider returning.
• Improved Work Environment: If the company has addressed previous issues or implemented improvements employees might have voiced on their exit, it can become a more attractive option upon their return.

Benefits Of Hiring Boomerang Employees

The UKG survey also revealed that “nearly 20% of workers who quit their jobs during the pandemic have since returned to their old employers.” Clearly, the trend is alive and kicking.

But what’s the benefit of rehiring a former employee? Well, there is more than one:

• Reduced Hiring Costs & Time: Rehiring past employees bypasses the often-costly and time-consuming traditional hiring process. You already know the candidate's skills, work ethic, and cultural fit, eliminating the risk of a bad fit.
• Faster Onboarding & Increased Productivity: Boomerang employees often require less onboarding time because they're familiar with company policies, processes, and tools. They can hit the ground running and contribute more quickly.
• Improved Retention Rates: Boomerang employees often return because they have positive memories of the company culture and colleagues. This familiarity breeds comfort and can lead to higher retention rates compared to completely new hires.
• Fresh Perspective & New Skills: While familiar with the company, boomerang employees bring back new skills and experiences gained from their external roles. This can inject fresh ideas and perspectives into your teams.
• Enhanced Employer Brand: Successfully rehiring former employees showcases a positive work environment and can strengthen your employer brand. This attracts top talent who see your company as a place where they can grow, leave, and potentially return.
• Stronger Team Cohesion: Boomerang employees often have existing relationships with colleagues, fostering a sense of camaraderie and collaboration within teams.
• Knowledge Transfer: Returning employees can act as mentors, sharing their newly acquired knowledge and skills with current employees, boosting overall team expertise.
• Improved Morale: A company open to rehiring past employees demonstrates a commitment to its workforce, potentially boosting morale and employee satisfaction.

Overall, boomerang employees can be a win-win situation for both the company and the returning employee.

Challenges Of Rehiring

Rehiring boomerang employees can be advantageous, but there are also some challenges to consider:

• Outdated Skills: The skills and knowledge they possessed when they left might not be entirely relevant if the industry or company has undergone significant changes. They may require additional training or upskilling to catch up.
• Past Conflicts: Dealing with unresolved issues from the past can be a significant hurdle when bringing back boomerang employees. Addressing any lingering conflicts or tensions is crucial for a harmonious workplace.
• Disrupted Team Dynamics: The returning employee's reintegration into the team might disrupt existing dynamics, especially if colleagues have grown accustomed to new ways of working during their absence.
• Salary Expectations: Boomerang employees might return with higher salary expectations based on their acquired experience. Companies need to be prepared to negotiate within a reasonable range.
• Loss of Momentum: If the employee left for a significant amount of time, they might miss out on key company developments and internal promotions that occurred during their absence. This could lead to feelings of being behind or lacking recognition.
• Employee Morale: Current employees who haven't been offered similar opportunities for advancement might feel resentful if a returning employee is given preferential treatment.
• Unrealistic Expectations: Both the company and the employee may have romanticized the past. The company may overestimate the returning employee's value, while the employee might be disappointed if things haven't changed as much as they'd hoped.

To mitigate these challenges:

• Carefully assess the employee's skills and knowledge to ensure they align with current needs.
• Openly discuss the reasons for their departure and ensure the issues have been addressed.
• Facilitate a smooth reintegration process and provide support during their transition back into the team.
• Manage salary expectations transparently based on current market rates and the employee's specific skills and experience.
• Clearly communicate company developments and changes that occurred during their absence.
• Offering training to help reacquaint old employees with any changes is also beneficial.
• Ensure all employees, new and returning, have equal opportunities for growth and advancement.
• Set realistic expectations for both the company and the rehired employee.

By being aware of these challenges and taking proactive steps to address them, companies can maximize the benefits of rehiring boomerang employees and ensure a successful return for all parties involved.

Interviewing Boomerang Candidates: Sample Questions

Here are some sample interview questions to ask boomerang employees during hiring, categorized by their purpose:

Understanding Their Reasons for Returning

• Why are you interested in returning at this time?
• What motivated you to leave previously? (Focus on understanding the situation, not blame)
• What aspects of [Company Name] did you miss the most during your time away?
• Have you kept up with any changes or developments at [Company Name] since you left?

Assessing Updated Skills and Knowledge

• Can you elaborate on the skills and experience you gained in your previous role(s) since leaving?
• How do you believe your skills and knowledge have evolved since you were last here?
• Are there any specific areas where you might require additional training or upskilling to be successful in this role?

Ensuring Alignment with Current Culture and Needs

• What are your impressions of our current culture and work environment?
• Based on your understanding, how has the role you're applying for changed since you were last here?
• Are there any aspects of the role or company culture that might be different from your expectations?

Future Goals and Avoiding Flight Risk

• What are your long-term career goals? How does this position fit into those plans?
• What are you looking for in a company culture that will help you achieve your long-term goals?
• Can you elaborate on any steps you've taken to ensure a successful return, this time around?

Additionally:

• Consider incorporating behavioral interview questions to assess their problem-solving skills, teamwork abilities, and communication style.
• Tailor the questions to the specific role and responsibilities they'd be taking on.
• Be transparent about any changes that might have occurred within the company or the team since their departure.
• Encourage open and honest communication to ensure a good fit for both the company and the returning employee.

By asking such questions, you can gain valuable insights into a boomerang employee's motivations, skillset, and alignment with your current needs. This will help you make an informed decision about whether they're a good fit for the role and your company culture.

Enhancing The Hiring Process

Positive Relationships

Maintaining positive relationships with former employees is crucial for fostering a welcoming environment. Companies can create a sense of loyalty by keeping in touch and valuing their contributions.

Did you know about the EY Alumni Program?

EY's Alumni Program bridges the gap between former employees and the company. Alumni can stay connected, network with past colleagues, and access professional development resources.

EY benefits by keeping a talent pool warm for boomerang employees, strengthening its employer brand, and potentially sourcing new hires through alumni referrals. It's a win-win for both sides, fostering a strong and enduring EY community.

Ongoing Communication

Ongoing communication and engagement play a vital role in attracting and retaining boomerang employees. Regular updates about company developments and job openings can keep them interested.

Personalized Approach

Adopting a personalized approach in the hiring process can enhance the experience for both new hires and returning staff. Tailoring job offers to their skills and experiences can make them feel valued.

Training and Development

Offering training and development opportunities to returning employees can show a commitment to their growth. Investing in their skills can lead to higher job satisfaction and retention rates.

Reconnect at the right time

Through a study of 120 organizations over a period of three years, the Harvard Business Review noted that most boomerang employees return around the 1-year mark. Rather than wait for a former employee to reach out, companies can check-in with them at this point.

This can be a ‘pulse-check’, helping you understand the employees' sentiments and intimating them about the possibility of returning if they so desire.

Making Informed Decisions

Assessing Return Reasons

Evaluate the reasons for a boomerang employee's return. Consider factors such as career growth, company culture, or seeking new challenges.

Gather feedback from the employee to understand their motivations. Identify areas where improvements can be made to enhance their experience.

Updated Skills Evaluation

Assess the boomerang employee's updated skills and experiences. Review how their time away has influenced their professional development.

Determine how their new skills align with current company needs. Plan training or upskilling programs if necessary to bridge any gaps.

Final Remarks

You now understand the value of boomerang employees - those who return to your company. They bring unique benefits, but rehiring them comes with challenges. By enhancing your hiring process and making informed decisions, you can leverage the advantages of welcoming back former employees.

Take the time to consider boomerang candidates seriously, as they could be the missing piece in your team.

Frequently Asked Questions

1. Who is a boomerang employee?

Boomerang employees are individuals who return to work for a former employer after a period of absence, taken for pursuing other opportunities, a break, or other reasons. They bring previous experience and knowledge back to the company.

2. Why should companies consider hiring boomerang employees?

Hiring boomerang employees can bring various benefits, including reduced training costs, faster onboarding, higher retention rates, and a boost in morale due to their familiarity with the company culture and processes.

3. What challenges might companies face when rehiring boomerang Employees?

The challenges of rehiring boomerang employees include addressing past issues or conflicts, managing expectations about changes within the company since their departure, and ensuring that the returning employee is aligned with current goals and values.

4. How can companies effectively interview boomerang candidates?

When interviewing boomerang candidates, focus on assessing their reasons for wanting to return, how they have grown professionally during their absence, their adaptability to organisational changes, and their alignment with the current company culture and values.

5. How can companies enhance their hiring process to attract boomerang employees?

To attract boomerang employees, companies can maintain positive relationships with former employees, create an alumni network, stay connected through professional platforms, showcase company growth and success stories, and offer appealing opportunities for career advancement upon their return.

Suggested Reads:

• How To Get Feedback From Employees: Importance, Challenges & Methods
• Beyond First Impressions - Deflecting The Halo And Horn Effect In Hiring
• Assessing Problem-Solving Skills in Job Candidates
• Stay Interview: Meaning, Benefits & Challenges [+ Sample Questions]
• Personality Assessments For Hiring: Effective Strategy And Benefits