Boomerang Employees: The Benefits of Rehiring

Boomerang employees, who return to their former positions after exploring different industries or roles, often bring valuable skills and experiences back to their previous employers. Allowing these "boomerang" employees to come back to your company can potentially have a positive impact.

Allowing "boomerang" employees to return to your company can potentially have a positive impact.

In today's dynamic market, the average tenure at a company is approximately 2.5 years. The employment landscape is undergoing rapid evolution, with job changes occurring more frequently than ever before. This trend is making the cycle of job seeking and recruiting faster and more complex to manage.

A boomerang employee is an employee who leaves a company and then returns to the same company at a later time. They may return to fill a similar role or a more senior one, based on the new skills and experience they have acquired working elsewhere.

Did you know?

• The median tenure for workers aged 25 to 34 is only 2.8 years.
• In contrast, employees aged 55 to 64 tend to stay longer, with a median tenure of 9.9 years.
• Those in management, professional, and related occupations have the highest median tenure at 4.9 years.
• Conversely, workers in service occupations have the lowest median tenure, averaging just 1.9 years.

With approximately 3.4 billion people employed worldwide, the competition in the job market is fiercer than ever. Surveys suggest that 30% of the global workforce is actively searching for jobs, while another 60% are passively seeking opportunities through various job sites.

When Emily, a human resources professional from Toronto, Canada, was contacted by a rival energy company to lead a new project, she saw an opportunity she couldn't pass up. The change in 2023 went well. Emily accepted the job and led the project, gaining deeper skills and knowledge over the next two years. With an advanced title and a higher salary, Emily was ready for a new challenge and returned to her former employer in a more important position than before. "[The company] offered me a broader role due to the experiences I gained in the two years away," she explains. Returning allowed her to advance in her career by leveraging relationships and experiences gained elsewhere. Although most people who quit a job close the door with that company forever, sometimes it's not the case.

The Rise of Rehiring

Decades ago, companies recoiled at the mere notion of rehiring former employees, especially given the entrenched stigma against job hopping.

Managers were concerned that bringing back these employees would suggest they were rewarding disloyalty, which might encourage others to leave.

So, overlooking a great candidate simply because they had previously left for a better opportunity seemed contradictory. This shift in mindset meant that rehiring steadily increased over the years. 

However, the Great Resignation triggered a surge.

Before the hiring crisis, boomerangs might not have been completely disregarded, but recruiters now have to think of new ways to expand their talent search. The perfect candidate might very well be a former employee: you never know when someone might want to return.

Why Do Companies Embrace Rehiring Boomerang Employees?

When considering rehiring a boomerang employee, there are several compelling reasons to do so:

• Proven Experience: Boomerang employees have already demonstrated their capabilities and familiarity with the company's operations, making them valuable assets from day one.
• Cost-Effectiveness: Bringing back a former employee who has already been trained and onboarded can save time and resources compared to hiring and training a new employee.
• Enhanced Skills and Experience: While away, boomerang employees may have honed their skills, acquired new talents, and gained valuable experiences that can benefit the company upon their return.
• Smooth Reintegration: Boomerang employees are likely to reintegrate quickly into the company culture, fostering a seamless transition and minimizing disruptions to workflow.
• Boost to Morale: Welcoming back a former colleague can uplift team morale, fostering a sense of continuity, camaraderie, and stability within the workplace.

Interview Questions for Boomerang Employees

While rehiring a boomerang employee can be advantageous, it's essential to ask the right questions to ensure a successful reintegration:

• Reason for Departure: Understanding why the employee left previously can uncover any unresolved issues and ensure they are returning on good terms with a positive outlook towards the company.
• Motivation to Return: Inquiring about their reasons for wanting to come back provides insights into their enthusiasm, alignment with the company's goals, and career aspirations.
• Professional Development: Exploring how the employee has developed their skills during their absence helps assess their readiness for potential new roles or responsibilities within the organization.
• Career Goals: Discussing their long-term career vision can help determine if their objectives align with the company's trajectory and if rehiring them would contribute to mutual growth and success.
• Experience Since Departure: Learning about their experiences and activities during their time away provides context for any skill enhancements, professional growth, or changes in circumstances.

In summary, rehiring boomerang employees is a valuable strategy for companies in a dynamic job market. These employees bring proven experience, enhanced skills, and seamless reintegration, which can drive productivity and team morale. By approaching rehiring with pertinent interview questions, companies can maximize the potential of these employees for mutual growth and organizational success.