Whenever HR needs to cover new work needs, they look to recruit someone within or a fresh individual externally. But there is a third option they can exercise – rehiring former employees. The great resignation that recently took place in the wake of the pandemic means that hiring former employees is a viable option for recruiting officers and HR teams.
So, who are boomerang workers? Why employ them? What are the merits of doing this? To find out the answers to the following questions, keep reading!
Who Are Boomerang Employees?
Boomerang employees are workers employed back to work for their former workplace after initially resigning. The pandemic caused havoc to various businesses in different industries, as 47.8 million workers in the US tendered their resignation letters in 2021. Many saw the pandemic as an opportunity to reflect on their life, family, and careers. While some chased their dream jobs, switched careers, or went on a self-discovery journey and succeeded, others realized they wanted their old jobs back.
Source: OmnesGroup
Fortunately for them, recent studies show that HR is 76% willing to rehire boomerang workers. Some organizations that had a policy of not taking in workers who left the company have either changed minds or are reconsidering their decision. This development is good news for both ex-employers and ex-employees since the sudden mass resignation meant that many talents left the labor market without adequate replacements.
Source: digiaide.com
Why Are Boomerang Workers Reuniting with Their Former Employers?
As earlier mentioned, the pandemic brought about an unprecedented wave of resignation. And aside from those reflecting on their lives or experiencing one form of existential crisis, others had other reasons to reunite with their old employers. Some of them we will discuss in this section.
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Their New Workplace Isn’t a Good Fit
As exciting as it is for employees to start a new job and open a new chapter of their lives, there is always the fear of not fitting into a new workplace environment. Not all employees can thrive at any company, and it’s possible the employee and their current place aren’t a good match. Employees who left their companies out of curiosity and on a friendly note may decide to contact their former employers directly or apply for an opening.
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Their Ex-employer Offer Better Remuneration Package
The shortage of talent in the labor market means that companies have to pay more and offer better packages to the few talents to attract them, making the recruitment process costly. The ex-employer may prefer to provide better terms and conditions to former employees to get them back since they are already familiar with their business practice, structure, and values. This choice may also be attractive if the boomerang employee added conditions are to work remotely or more time off to be with family. It can save both cost and time from the employer’s viewpoint.
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Company Growth and Opportunity in the Old Workplace
A former workplace may have grown, and the employee wants to try out for a new position there. In a circumstance where an employee leaves the company to pursue growth opportunities, they may apply to a more senior role if their former employers have grown. The company may also reach out to inquire if they are interested in taking up a new position. If the employee is someone who enjoys new challenges, it’s an opportunity they may want to take up.
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Personal Reasons or Relocation
It’s possible the cause an employee resigned in the first place was for personal reasons. If the person left and feels they have resolved their issues and can work again, they may want to return to their former job. It’s also the same with relocation. If moving was their reason for resigning, they might return if back in the city. This reason works well if they kept in touch with management or employees in the company while they were away.
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The Last Resort
It’s also possible that the employee struggled to get a job after quitting and sees coming back to the company as a last resort. It isn’t unfounded that some may hastily leave their current work without securing another job. If they are running dry on their savings and have no job offers from other firms, they will apply for their old jobs. Although not the best reason, it’s still one, and ex-employees end up in this situation.
Because of the various reasons boomerang employees want to come back, HR will have to be careful when rehiring former employees.
Benefits of Hiring Boomerang Employees
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Cost
It’s expensive to attract, onboard, and retain talents. On average, it will cost a company between 6-9 months’ salary of an old employee to recruit new talent in a similar position. For example, if an employee for that position earned 120,000, then recruiting a fresh person will cost the company between $60,000 and $90,000. Boomerang hiring can help reduce this cost, and it’s also less risky since not all recruited employees turn out to be a fit for the company.
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Performance
Research shows boomerang employees are more satisfied and committed to their work when compared to external new hires. The knowledge gained from working in other jobs and a familiar environment contributes to satisfaction and commitment. A recent study conducted followed 12,911 healthcare workers over an eight-year period, of which 2058 were boomerang workers, and 10,858 were new hires. The study concluded that the boomerang workers outperform the new hires.
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Onboarding
The onboarding process is faster and cheaper for the employer. Since the boomerang employee is familiar with the company culture, process, and job duties (if the same role), it speeds up the transition period. Even if they are in a new position, the learning curve wouldn’t be as steep as hiring someone entirely new.
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Insight
The experiences a boomerang hire gains from working in other environments can be an immense advantage, especially if the company is within the same industry. They can bring insight from their former place of work, which can be welcomed additions. The boomerang employee insights are helpful if they left initially to progress their career and have returned more experienced and in a senior role.
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Great for the Company Brand Image
It’s always a good sign when a company can boost its workforce by rehiring some old employees. It sends the proper signal to different stakeholders that the company is moving in the right direction. Interested parties always see a boomerang employee as a win for the employer, since if they were a terrible company, past employees might not return.
It is also excellent for recruitment. New talents can look at the fact that old employees are coming back. This sends some positive signs that the company has an open-door policy for those who leave and has a desirable culture or team because ex-employees choose to return. It also tells recruits that the company seems to do the right things regarding taking care of their staff.
Factors to Consider Before Re-Hiring Boomerang Employees
There are factors to consider when dealing with returning employees. They include the questions to ask them, their co-workers, and the new policies. We will discuss them in this section.
Questioning Their Return
While there are many good reasons to hire an ex-employee, you shouldn’t just give them a free pass when they apply for a position. It’s best to follow the due process, which involves asking them questions. Aside from this, HR should also consider why they left, ensuring the reason is addressed or will be addressed upon their return. Some interview questions for boomerang employees include:
- Why do You Want to Return?
It’s vital to establish why the boomerang employee wants to return to the company. What has changed in their life or career to make them return to the company? Figuring out the reason will help the employer determine if it’s worth rehiring them.
- Why did you decide to Leave Last Time, And Will That Factor Determine if you Would Go Again?
The reason the employee initially left plays a significant role in the employer rehiring them. If the reason they left cannot be resolved or hasn’t changed since they left, the employer should reconsider rehiring them. Research shows boomerang employees are likely to leave a second time for the same reason.
- What New Skillset have you Developed and Experience Gained Since You Left?
Understanding what they can bring to the company is usually one incentive to hire a boomerang worker. If they have developed no new skillset or have been out of a job during their absence, this should play into considering them.
While there are many questions, these three are likely to cover most of why the boomerang employee is returning. If they are applying for a new role, other interview questions like “Why do they believe they are a good fit?” or “What makes them stand out from the other candidates?” are also questions the hiring team can ask.
Co-workers
Aside from asking the right questions, the company should investigate how the co-workers feel about their return. Rehiring former employees can unsettle the workplace.
Changes Made to the Work Environment
If the boomerang employee has been out of the company for a long time, introduce them to the new rules during the early stages of their onboarding process. Let them know about radical changes before considering employing them.
Final Words
Boomerang hiring is one of the most beneficial ways of acquiring new talents and improving an existing workforce. It is cheaper, less risky, and time-saving for a company. The companies should leave their doors open and keep in touch with their ex-employees, especially ones who resigned on a pleasant note. A good way of doing this is by recreating a network of past employees where information and other updates are shared. Setting a meeting outside the workplace is also a welcomed idea.
