Boomerang Employees

Would you hire a former employee? Given the current hiring climate, many companies are doing just that. While it is certainly a feasible solution for meeting your staffing needs , it isn’t without its challenges.?

This article will examine the phenomenon of “boomerang employees,” what to consider during the hiring process, and how to successfully onboard a returning employee.

What Is a Boomerang Employee?

A boomerang employee is someone who returns to a previous employer to be rehired. They can be someone who left for another position, was laid off or terminated, or simply left the workforce altogether. Any of these could become a boomerang employee.

Boomerang employees leave their positions for a variety of reasons. Some of the most common include:

• A life event such as having a child or relocating
• To pursue education
• If their work was temporary or seasonal
• They were presented with a better or higher-paying opportunity
• They retired
• Their position was eliminated
• They changed careers
• They were laid off?

Today, most hiring professionals indicate that they are more open to hiring a boomerang employee than in the past. They would even give hiring preference to former employees who left in good standing.

While not many employees have boomeranged, many would consider it. Millennials are the most likely to return to a former employer. Baby Boomers are the least likely.

The Benefits of Hiring a Boomerang Employee

There are some great reasons to hire a boomerang employee. These workers are already familiar with the company culture and may require less training than completely inexperienced workers.

Questions to Ask a Boomerang Applicant

Naturally, the hiring process for a boomerang employee is going to be a bit different. You’ll want to ask questions to help you understand their needs and motivations. Here are some insightful interview questions to help hiring managers get the insights they require:

• Can you describe the skills and experience you’ve gained since leaving the company?
• What made you want to return to our company?
• Do you have any concerns or issues relating to the company or former colleagues?
• What have you been doing since you left?

Remember, the goal is to engage in a healthy conversation that leads to better understanding. This approach can help everyone involved gain the perspective required to make good decisions.?

The Pros and Cons of Hiring a Boomerang Employee

There are many reasons to say yes to a returning worker. Some of the pros include:

• The onboarding process will take less time
• The worker will be knowledgeable of the position, expectations, and duties
• A previous attachment to the company could mean greater employee loyalty
• Returning employees can fit into the company culture with less adjustment
• Boomerang employees often return with more experience, perspective, and skills

Before you say yes, it’s important to be aware of potential issues as well. Some potential drawbacks to hiring a boomerang employee include:

• They may have a difficult time adjusting to changes in culture or policies
• If there were resentments or performance issues, these problems could crop up again
• A returning employee may simply not be as a good a fit as other candidates

Gather as much information as you can about their previous time on the job. Former supervisors and coworkers may have very useful information. They’ll also appreciate being looped into the decision-making process.?

The last thing you want is to bring a problematic worker back on board. Remember that not all issues make it into a worker’s employment file.

While hiring teams should make these decisions on a case-by-case basis, it is a good idea to be open to rehiring employees. The happiest workers are those who know they can pursue professional development without fear of burning bridges.?

Tips for Onboarding a Boomerang Employee

You’ve said yes! After weighing the good and bad, you’ve made the employee an offer, and they’ve accepted it. Now, it’s time to bring them up to speed and help them become productive as soon as possible.?

To do this, you may want to make some adjustments to your usual onboarding process. Consider these helpful tips.

Don’t Skip the Standard Orientation

You’ve hired a returning employee and are eager to get them in the office or out on the floor so they can be productive. That’s understandable, but no worker should skip the orientation process. There are simply too many essential steps that happen during the first few days of employment to make this optional.?

For example, even if you still have their previous employment documents, those may no longer be valid. In addition, there may be new training, policy documents, and acknowledgments to sign. At worst, the orientation will be a bit of a refresher. Most likely, the employee will pick up some valuable new information.?

Consider Job Shadowing

Job shadowing is a great way to onboard a boomerang employee. When they shadow another team member for a day or two, they get to witness any system or procedural changes before they begin working on their own. This approach also allows them to connect or reconnect with a team member.?

Even returning managers can benefit from shadowing one of the people they’ll be supervising. This mirroring will reorient them to daily operations and help them find their bearings while building important empathy and team spirit.

Create a Professional Development Plan

You’ve rehired a great employee and don’t want to lose them again. It’s a great idea to make a plan for their future growth and development at your company. Work with them to find out what their goals are , the work that interests them, and skills they’d like to develop.?

Then, create a development plan that helps keep them engaged and lets them envision a viable future working for you.