Despite any initial apprehension about welcoming back boomerang employees (former staff at your company), you can benefit from embracing these individuals’ renewed commitment and enthusiasm. Recognizing returning employees as valuable assets rather than just returning faces can foster an environment of respect for growth while cultivating strong employee-employer relationships.
But, what is a boomerang employee? This type of employee leaves a company for various reasons only to return later to their former employer. Boomerang employees typically bring with them new skills, experiences, and perspectives. This concept emphasizes that career paths are rarely linear and can provide a sense of familiarity and stability while presenting growth opportunities.
Why Employees Return to Previous Employers
While you may assume that these individuals only return out of desperation or lack of new opportunities, the reality is often more complex. Several reasons boomerang employees return to their former employer include:
- Familiarity: Many boomerang employees return to their previous employers because they value the company culture and sense of belonging. This familiarity can provide security and comfort that may be lacking in new positions at other companies.
- Career Advancement: These employees may have gained skills and knowledge that can help them further their former careers.
- Nostalgia: Boomerang employees often return to their former employer because they have realized the advantages offered by the former employer, having been able to compare different workplace environments.
- Connections: Often boomerang employees wish to return to their former workplace due to the connections they have made with the people they previously worked with.
- Benefits: Returning employees may be enticed by the benefits your company offers, compared to those of other employers. For instance, a remote work environment may be more enticing than having to work in an office.
When recruiting these employees, consider all the reasons they may want to return and highlight those in your approach to offer them a returning position in your company.
Pros and Cons of Boomerang Employees
From an employer’s perspective, boomerang employees offer unique advantages. They already understand the company culture and processes, reducing onboarding time and costs significantly. Alternatively, bringing back a former employee could result in forgotten animosities and a sense of entitlement.
| PROS | CONS |
|---|---|
| Bring valuable experience and skills back to the company | May bring leftover baggage from their previous employment at the company |
| Help to boost productivity and bring fresh ideas | May struggle to adapt to changes that occurred in their absence |
| Typically requires less training | May lead to stagnation in terms of diversity |
| Has a positive impact on employee morale | May result in the employee leaving once again |
How to Recruit Previous Employees
Rehiring former employees can be a strategic move for companies looking to fill key positions with top talent. One approach is maintaining positive relationships with former employees and keeping in touch through professional networks or casual check-ins. By staying connected, you can tap into a pool of familiar faces who already understand the company culture and may be eager to return to a new role.
1. Evaluate Past Performance
Start by evaluating the former employee’s past performance and contributions to your company. Consider conducting a thorough review of their work history, achievements, and any necessary feedback from previous supervisors and colleagues. This can add valuable insight into how the individual might fit back into the team dynamics.
2. Assess Current Skill Set
While the returning employee may possess previous experience with your business, there could also be new competencies or industry trends that have emerged since they left. By understanding where gaps exist in skillsets and cultural alignment, you can proactively plan for any potential training or support needed for a smooth transition back into your workforce. This ensures you are not only tapping into their historical company knowledge but also preparing them for success when changes have occurred in your company.
3. Understand Why the Employee Left
By conducting exit interviews and actively seeking feedback from the former employees, you can identify areas of improvement and make necessary changes to create a more enticing work environment. Also, don’t make assumptions about their interest in returning; instead, open meaningful conversations and discuss how their role can evolve to align with their current career goals.
4. Offer Competitive Salaries and Benefits
A competitive salary and robust benefits package can attract previous staff back to your company. A returning employee will likely not come back for the same salary they earned previously at your company. Be prepared to offer a higher salary, especially if the returning employee is taking on a new role. Additionally, highlight the benefits your company offers, especially if you have incorporated new benefits since their departure.
5. Highlight Growth
When recruiting boomerang employees, highlight how your company has grown or changed since their departure. Emphasize opportunities for professional development and demonstrate the potential for enhanced work-life balance. By showing that you value them as integral parts of the team’s success and genuinely care about their well-being, you have a higher chance of enticing them back to your company.
Interviewing Boomerang Employees
Your interview questions for a returning employee will be different from those for a new employee. Be sure to ask questions that help you understand why the employee wants to return and how their skills can help forward your company goals.
Some potential questions to ask include:
- What new skills have you learned that can help you succeed in your new/former role?
- What excites you about the role and returning to the company?
- How do you hope to grow in your career path with our company upon your return?
- Why did you leave your previous role with our company and how do you envision success for your return?
- What new insights will you bring to the company?
For more information on how to interview someone and additional interview questions to potentially ask, check out the following articles
- 50+ Interview Questions to Ask Candidates
- Structured Interview
- Free Interview Evaluation Forms
- Common Illegal Interview Questions
- How to Conduct a Video Interview
- Top Phone Interview Questions
How to Onboard a Boomerang Employee
Although they may be familiar with the company’s culture and operations, it’s still important to onboard boomerang employees and provide them with a structured reintroduction to their roles and responsibilities. You will need to collect important documents upon their rehire, even if you previously collected them, such as direct deposit forms, I9 documentation, tax forms (like the W4 form), and resigned employment contracts. Additionally, provide the returning employee with benefits package information and your company handbook.
Apart from following through with the recommended onboarding practices, here are a few more steps to re-integrate a boomerang employee into your company.
1. Assign a Mentor
Assign the returning employee with a buddy or mentor who can guide them through any changes in the company since their last employment. This peer support system not only helps the returning employee acclimate quicker but also fosters collaboration and camaraderie within the team. Consider organizing team-building activities within the returning employee’s department. This can foster a sense of belonging and remind them of the positive aspects of working for your company.
2. Provide Access to Training
Providing access to relevant training resources or professional development programs demonstrates your commitment to supporting a boomerang employee’s growth and development within your company—ultimately increasing retention rates. Set up a plan to train the individual within the first couple of weeks of rehire. This sets them up to succeed and provides them with the tools necessary to fulfill their full potential.
3. Create a Customized Integration Plan
Onboarding for a returning employee should include a customized reintegration plan based on their previous roles, skills, and aspirations. This will help them feel valued and seen, while also addressing any gaps in their knowledge or changes within your organization.
Bottom Line
The benefits of hiring boomerang employees extend beyond saving time and resources; they also bring with them a wealth of skills, knowledge, and cultural understanding. By embracing this trend, you can foster a culture of loyalty and demonstrate a commitment to supporting individual career paths.
