There was a time when ex-employees — those who left their job for greener pastures or were victims of downsizing — would NEVER be considered for rehire. Recruiters and hiring managers immediately disqualified “alumni,” assuming that: (1) they were traitors, (2) they harbored too much ill will, or (3) their return would upset the current dynamic of the department or firm.
Today, however, progressive companies are recognizing the value of boomerang recruiting – especially the rehiring of TOP former-employees, those with specialized skills, competitive intelligence or previously held vital positions. Even ex-employees who retired but still possess valuable knowledge, energy and enthusiasm are now fair game for boomerang recruiting.
These so-called boomerang employees often ramp up very quickly and require little training, they understand the firm’s culture and generally provide some added value, gained during their time away.
In fact, Ira Wolfe, president of Success Performance Solutions, reports the value in boomerang recruiting, which can be, “one-third to two-thirds the cost of hiring a new employee.” Other research suggests that re-hires are easier to retain, long term, than other hires.
This explains why LinkedIn and other social media sites are now brimming with corporate alumni groups. These online networks give ex-employees the opportunity to stay connected to former colleagues and allow companies to engage in soft recruiting and branding. Some firms post job openings, promote in-person events and profile their alumni – all to keep former employees engaged and on their radar.
But once there’s a process for maintaining relationships with valuable ex-employees, recruiters and hiring managers have to use their best interview and evaluation skills to determine those worth bringing back for a second tour of duty. To help make those tough calls, here are 9 things to consider before rehiring an ex-employee.
1) Speak to everyone who previously worked with the ex employee/current candidate to be sure you understand how they were valued in every department. Explore all of their inter-departmental working relationships and evaluate past performance and accomplishments.
2) Dig very deeply to be sure that the employee still possesses the same positive qualities that you valued when they left. Also, if they originally left because they couldn’t accept deep cultural realities such as compensation limits or bureaucracy, they need to understand that these issues still exist.
3) Be sure the ex-employee understands the current state of the firm, warts and all. Times have changed and so have many companies. If you no longer offer free gym memberships, throw lavish holiday parties or provide company cars, let them know.
4) Do a gut check. What vibe is the former employee giving off? Do they truly seem excited and genuinely interested in returning to the company IN THE SPECIFIC ROLE you are trying to fill?
5) Be certain that any issues that caused the former employee to quit the company are resolved/no longer present—as in a bad boss–so the person is more likely to remain with the organization this time around. Go beyond reading the exit interview reports. On the way out, departing employess don’t always reveal the true reasons for their departure.
6) Do not appear desperate no matter how badly you want the employee back. If they choose not to return, they could spread word of your desperation throughout the industry and hurt your reputation.
7) Do some soul-searching. Are you pursuing the former employee for the right reasons? Don’t rely on speed and ease when efficiency and success are the goals.
8) Before rehiring a former employee, make sure you’ve fully evaluated your existing resources to be sure you aren’t overlooking someone internally.
9) Finally, if the rehire makes sense, do your best to keep them longer this time around. Think about offering continuation of service incentives so that their vesting and perks can pick up where they left off.
A 2010 survey by Right Mangement found 9 in 10 employers are open to rehiring former employees. What is your HR policy on the subject of boomerang recruiting – do you think that former employees can help or hurt your firm?