Page 2 - The Leadership Line: April 2023

Employees Who Boomerang

There are many plausible reasons for an employee to leave an organization, only to later return.
They may leave to:

1. Try something different, explore other industries, or pursue a passion.
2. Focus on a major life event, such as a spouse’s relocation, caring for a child, or nursing their own
medical condition.

3. Work seasonally. For example, students planning to return next year.

The “grass is always greener on the other side” attitude also leads many people to experiment with new companies
or to be lured away with higher pay because of the ongoing labor shortage. In a 2022 survey conducted by payroll
firm UKG, it was reported that “four out of 10 people (43%) who quit their jobs during the pandemic now admit they
were actually better off at their old job.”

As you consider your current and future hiring needs, the pool may include former employees in conjunction with
aspiring new grads, employees of competitors, and other hiring sources. In the past, rehiring former employees
has rarely been considered because choosing to leave was viewed as disloyal; however, we are in an era when
the average employee will work for many different employers during their career, and teams should stay open to
rehiring former employees.

Advantages of Boomerang Hires
» Former employees do not require the same onboarding and training as new hires.
» While working elsewhere, the employee may have learned new skills that can
benefit the company. Previous knowledge of the company in tandem with freshly
gained expertise can be a great asset.
» There will be little to no adjustment to the company culture and job expectations,
meaning that the candidate will feel completely comfortable and already able to
stand on their own two feet.
» Rehiring former employees sends the right message about your company to existing
employees. It says that your company is worth returning to and can boost overall
retention rates.

Disadvantages of Rehiring Former Employees
» Perhaps the employee was involuntarily terminated. The reasons for termination
might make them poor candidates for rehire.
» If the candidate left, only to later return, it may point to future departures. Hiring
managers need to assess the candidate’s level of organizational commitment.
» The employee may or may not have left due to conflicts in the company’s mission
or culture. It is important to determine whether these elements will continue to
pose a problem if the candidate were rehired.