While some professionals would never dream of returning to work for a former employer, it is actually becoming more common: research indicates that workers are open to re-applying for a position in a company for which they once worked, and most of employers would welcome them with open arms. But is hiring a “boomerang” employee the right choice for your team?

Regardless of how the parties feel about the employee’s resignation, there are some clear advantages of re-hiring someone who used to work for you. Amber Hyatt, a senior certified human resources professional (SPHR) , said the boomerang employee will already have some important pre-existing knowledge about his company.

“Hiring former employees means familiarity with your business – mission, culture, values, players, training and organizational structure are already in place,” said Hyatt Business News Daily. “This familiarity lends itself to an accelerated time to productivity, greatly benefiting the organization.”

“Given that less time will be needed to train in those areas, you can focus more on training for the new role, goals and goals,” added Judson Van Allen, recruiting director at Computer Task Group. Boomerang employees can also boost morale among their staff, said Samantha Lambert, director of human resources at Blue Fountain Media.

“These employees can attest to the improvements in processes, quality of work and management since they first worked here,” said Lambert. Hyatt agreed, noting that a returning staff member may also perform better than when he or she originally worked for you, since the person probably collected new experiences, skills, and perspectives during their free time.

Hire a boomerang employee
On the other hand, this person should not automatically get the job just because he or she worked for you before. Like any other candidate, boomerang employees need to go through the interview and the integration process to make sure they are the right fit for the job.

“Do not change the interview process simply because the candidate is a known quantity,” Van Allen said. “The candidate must go through the same process as all other candidates. Also, be sure to validate with the HR that the candidate is eligible to re-hire.” You will also want to think about the circumstances under which the employee left, to make sure he or she is going to stay and grow within the organization this time, Hyatt said.

“There are many reasons people are leaving, including family responsibilities or relocation, or the desire to experience new challenges and develop new skills,” Hyatt said. “Several questions need to be considered when evaluating a boomerang to ensure that organizations are learning from past experiences: What was their performance like before they left, how did they leave the organization, most importantly, why did they leave the organization? Organization? Concern? ”

If he finally decides to hire a boomerang candidate, Lambert advised employers to point out any major changes in policy and process that have been put in place since he or she last worked in the company. Hyatt added that it should also take advantage of the previous experience of the returning employee with the company when it adjusts to the new function.

“Especially in high-performance cases, the organization has a tremendous opportunity to immediately build confidence in that person’s abilities with the new team, including how he or she has embraced organizational culture and has been an ambassador for the brand” , Said Hyatt. “A boomerang return provides a real example to current employees that ‘grass is not always greener’ elsewhere.

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