Recruiting “Boomerang Nurses” Back to Your Organization - Tips & Strategies

Introduction

As our healthcare system continues to grow, there is an ever-increasing need for qualified nurses. But finding enough new hires to meet that demand can be challenging. And, as the baby boomer generation begins retiring from the workforce in droves, it’s no wonder there are so many job openings for experienced RNs who have already gone through the training process (and thus could fill those positions even sooner).

If you’re able to attract back nurses who recently left your organization—anyone from a few weeks ago up to several years—you’re in luck: they’re likely more invested in this career path than most other candidates out there. They may also have valuable knowledge of your facility or region that could help improve patient outcomes and satisfaction ratings.

The benefits of hiring back nurses who recently left your organization

If you’re a manager or recruiter who has recently lost an employee to another organization, you may be wondering if your job is safe. After all, no one wants to give up their favorite nurse!

Fortunately, there are many benefits to hiring back a boomerang nurse. Most importantly: these employees already know and understand the culture, mission and values of your organization. They will be more loyal than new hires because they are familiar with your team members and work environment. You can trust that they will be productive and engaged in their roles as employees because they have made a commitment by returning after time away.

How to reach out to boomerang nurses and get them back on your team

The first step should be a gentle one. Send an email, text, or say hello over the phone call. Talk tentatively and don't jump into asking for them back. Ask what went wrong, and how you can improve. If the conversation is positive, explore if they're satisfied with their new employer. Are they meeting expectations? IS the grass greener on the other side.

If not, you can explain what they can expect from your organization now. Share what's different, how you've improved, and what's new. Of course, be honest. Losing an employee is one thing, but hiring them back to the same old same old is bad. They'll leave again and not be coming back.

If the nurse re-applies approach their case differently to other candidates. Give them a timeline for when you will make a decision about whether or not; recognize you have a history, and respect they are taking a big decision to come back.

Tips on how to re-integrate recently departed employees.

You’re not going to have to train them on new systems or software, and they’re already familiar with the processes and procedures of your organization. In fact, this is especially true if you offer an employee re-entry program that provides training for returning nurses to bring them up-to-date on new developments in their field of practice. If you can afford it and make it worth their while (i.e., it won't cost more than hiring someone new), consider offering a salary increase upon return so that the nurse has more money available for retirement savings or other financial goals such as paying off debt or contributing to an RRSP/RRIF account.

Conclusion

Former employees are your best candidates. They already know the company culture and what it takes to succeed in your organization, so they have no learning curve when they return.

In conclusion, here's how you can build a “boomerang employee” initiative into your overall recruitment strategy:

• Identify opportunities. Are there any job openings that are perfect for a returning nurse? If so, you'll want to look closely at those particular positions and consider candidates with experience in that area of care.
• Look for talent wherever it might be found—including the people who have already left your organization! Are there former employees who went on to bigger things in other organizations but might be willing to come back if given the right opportunity?
• Make sure they know they're welcome when they're ready! Approach "boomerang" candidates differently, and acknowledge this is an important step for them.