By Adrienne Erin
Contributor, Online Career Tips
It’s a competitive job market out there, and the push for companies to find top talent is expected to really heat up this year. With more businesses on the lookout for employees to fill their ranks, many are turning to former workers who were laid off or left on good terms to pursue other interests. In fact, there’s a name for the rehiring of these workers: the boomerang trend.
There are certainly many good points for rehiring boomerang workers, but there are red flags as well. If companies are planning to recruit former employees for open positions, there are some things to keep in mind before reopening the doors to them.
The Case for Rehiring
There are many good reasons to rehire former employees. First of all, it will not take very much, if any, time to train a boomerang employee. They are already accustomed to the job, and may only need a little refresher or update of any new company policies. For example, a marketing company may want to consider rehiring a particularly talented former employee who was laid off or recruited by another firm. This is a major time-saver as the rehired employee can get right to work and the company will know what to expect from them.
Another benefit of boomerang workers is that the company does not have to spend any money on recruiting costs. According to the National Association of Colleges and Employers, the average cost per hire is $5,100, a major investment of a company’s resources. Hiring a former worker helps employers save both time and money.
There’s another major plus to hiring former employees, and that is the fact that they understand company business procedures and culture. They are able to fit right in and are likely to feel comfortable and ready to work right away. Also, they are likely to be more loyal to your business, since they’ve been out there and have seen how other businesses operate. If they return, they prefer your style of doing business and are more likely to stay.
When Boomerangs Are a Bad Idea
Although there are many valid reasons for bringing back former workers, there are also some potential pitfalls to keep in mind.
Former workers will return with the same baggage and bad habits they left with, so you know what you are getting into if you rehire them. Therefore, you will only want to approach people who were top performers rather than those who are simply convenient to fill an open slot.
Boomerangs also may have to adjust if former co-workers have advanced to higher-ranking and higher-paying positions, or if a former subordinate will now be their supervisor. You’ll want to be sure that the rehire is aware of this and is comfortable working in this situation.
Workers who were laid off may have hard feelings, so it’s important to be honest about why you’d like to bring them back. Make an offer and try to entice them, but don’t feel forced to offer a higher salary if the worker demands it. Try offering incentives or bonuses instead. Those who left on their own terms should be questioned as to why. If it was a clash with a manager, try putting the rehire in a different department or taking a hard look at that manager. It’s a good way to get feedback on how your company operates, even if it isn’t always a pretty picture. You’ll want to make sure any issues have been resolved in order to retain that rehire once you go through the trouble of bringing them back onboard.
Bringing back boomerang employees requires some thought and preparation, and companies that proceed with caution can sometimes find the practice well worth the effort required.
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