There’s been no shortage of discussion surrounding the Great Resignation since it made its debut in the wake of the pandemic. With this mass exodus of employees, however, it was bound to produce an adverse effect at some point — enter the rise of ‘boomerang’ employees.
Boomerang employees are workers who reenter the workforce after leaving their jobs, sometimes even with the same employer. They typically left on good terms with their previous employers and, for one reason or another, wish to rejoin their former work environments. However, is rehiring a previous employee a risky move? Here’s why you shouldn’t overlook this talent pool and how to embrace ex-employees who want to come back.
A History of Boomerang Employees
As long as the workforce has existed, boomerang employees of some sort have, too; it’s natural to miss the routine and familiarity of an old job. The frequency with which employees are returning now, however, is more substantial. In many ways, modern boomerang employees can be thought of as the opposite, and result, of the Great Resignation. When mass amounts of employees leave, a fraction of those will expectedly miss their previous jobs and want to return.
72% of employees who changed jobs during the Great Resignation found themselves dealing with feelings of “surprise” or “regret” that their new company turned out to be more different than they were originally led to believe. The grass certainly isn’t always greener on the other side, and sometimes it takes leaving to realize this.
Nearly 40% of employees state that they would consider returning to a previous employer of theirs; that’s a sizeable amount. An even more shocking number, though? 80% of employers say they have little to no rehiring strategy in place. As companies continue to struggle to fill open positions, boomerang employees represent a potentially untapped pool of talent and may offer businesses unique and significant advantages.
Advantages to Boomerang Employees
There are several benefits to welcoming back a former employee. A few of the notable ones include:
More efficient onboarding — When rehiring an old employee, they’ve already been through the ins and outs of the early hiring process. They’ll require less mentorship, be more independent and cost the company less money in onboarding expenditures. Company culture knowledge — Chances are if an employee chooses to return to your organization, they’re a good fit with your company culture. They have existing connections with colleagues and can meld well with the work environment. Strengthened company rapport — Having an employee quit, be employed elsewhere and still choose to come back is a huge boost to your organization’s brand. That’s loyalty and a very evident display of it.
Tips for Rehiring Former Employees
Don’t go into hiring a boomerang employee without a game plan. These tips can help you structure your recruiting process for former employees:
Offer flexibility — Whether it be incorporating a hybrid work style or stressing the importance of utilizing days off, being an open and communicative leader will leave a previous employee feeling relieved that they made the jump back. Maintain a strong alumni network — Obviously, you can’t rehire an employee if either party burned bridges after they departed. When an employee leaves, remain professional, respectful and celebratory of their new endeavors. Provide guidance, but show trust — There's a fine line between informing a boomerang employee of any changes since they left and leaving them to do the tasks you know they’re capable of doing. Re-establish that mutual level of trust with your new-again team member; be a resource for them to come to but also know that you rehired them for a reason.A Final Word . . .
Tapping into former employees could yield a goldmine of talent in a tight labor market and offer significant value to your organization’s people strategy. For more resources and employer strategies to help you navigate the evolving HR landscape, check out our Great Resignation Resource Center!