The Boomerang Effect and Your Employer Brand Strategy

Not so long ago, re-hiring a former employee was considered ill-advised by many.  These days, we are seeing a growing trend indicating a changing sentiment around former employees. Boomerang employees are on the rise amongst organizations with a broader perspective on what alumni can offer.

Our external talent research often uncovers talent segments who share personal stories of leaving an organization for an expanded role elsewhere, yet return months later because they missed certain aspects about their old organization – perhaps aspects of the way colleagues interact, the unique elements of the culture and or workplace flexibility.

The costs of lost talent are a significant expense for organizations each year, so we see this inclination to re-hire former contributors as a great opportunity for organizations to recover costs and pull top talent back into the fold.

What can companies do today to capture the hearts and minds of the high potential, high performing talent that have left the organization and realize potential impact of the boomerang effect?

Ensure that your employee exit process and practices are aligned with your employee value proposition.

A vast majority of ex-employees feel that the way an organization exits talent is a critical point at which they show their true culture colours. Is the warm approach you showed new employees shifted to a cold process driven by security and policy when employees leave?

Leaders need to be candid and present during these moments. Tell great talent that you are disappointed that they are leaving but you want to learn how to be a better organization and would love to stay in touch. Better yet – tell them would love to see them to come back at some point.

As much as we know talent leaves managers rather than organizations, instill a process whereby exiting talent meets with leadership from alternate divisions when exiting. Have exit interviews conducted in person, with a true intent to learn what you can improve upon and how to make this a place you would want to return later in your career. Ask, who inspired you most and what experience was the most beneficial for you during your time with us?

Provide exiting employees with genuine thanks. Highlight your appreciation for them and their contribution to the team, culture or other elements during their tenure. Make it personal rather than an HR form letter. How have they impacted the company and you personally?

Stay in Touch

Follow-up with departing talent 3 – 6 months later. Check in on how they are doing, what they like about their new role and what they miss about your organization. Let high potentials know that they are missed and would be welcomed back in future should they be interested. This personal connection months later will make a lasting impression, and drive loyalty and positive referrals.

Many top organizations create alumni communities with talent that have left. These groups can be established in LinkedIn, Facebook, Snapchat or other channels and create an opportunity to keep the relationship going, reinforce the positives and share information and ideas. Social content that is designed for this audience and job sharing within these communities will not only maintain engagement and elevate rehires, it will cultivate a team of positive alumni brand ambassadors that know the strengths in your workplace culture.

Put Them to Work! 

Side gigs are on the rise so don’t be afraid to ask top talent that have left for their continued involvement in the organization. Opportunities to consider:

• Mentorship – great way to use Boomer or Gen X employees
• Participation in Surveys
• Task Force Members
• Recruiters
• Brand Ambassadors
• Researchers
• Bloggers

Think outside the box when looking at workplace planning for the future – understand the great talent that you have lost, keep the relationship going and consider them for future roles/involvement in your company.

Having great talent return to your organization says a lot about your organization as a place to work. Employees that leave can be terrific brand ambassadors for your company. Treat them really well when they leave, listen to them on how you can be better, improve and maintain those relationships. The boomerang effect will ensure that you have a far greater return of top talent to your workplace, but better yet, they will bring with them top talent from competitors because of the experience you provided during the exit and alumni stages.

About Blu Ivy Group

Blu Ivy Group is a leading employer branding and employee engagement consultancy that aligns your organization with contemporary workplace paradigms. Our mission is to help client’s build award-winning people practices, inspire extraordinary employee engagement, and cultivate unique and desirable workplaces. We provide integrated solutions in employer brand and engagement research, strategic consulting, employer brand integration, creative and talent communications.

Blu Ivy Group is a trusted partner to many of North America’s most respected employer brands. For more information, visit us online at bluivygroup.com or contact us at [email protected]