Warnings over a tightening labour market and the impact of Brexit continue to dominate recruitment headlines as the latest unemployment figures reach a 42 year low.. Could a 'boomerang' hire be the answer to addressing the skills shortage in your business or a disaster in the making?
Rehiring a former employee isn’t as simple as welcoming them back into the fold with open arms. People and companies grow and evolve. What suited your hiring needs the first time around won’t necessarily be the perfect solution now but so-called ‘boomerang’ employees offer a potential source of talent for your next hire.
The advantages of hiring a former employee include;-
Keep in mind however that a survey carried out by Robert Half in 2016 found that a third of HR directors had rehired former employers but a quarter of those wouldn’t do it again.
Understanding the original motivation behind your employee’s departure will help to evaluate and support your decision to rehire them.
People leave jobs for a variety of reasons, for example:-
Poor leadership : A new survey from CV Library found that over 80% of UK employees have experienced poor leadership in the workplace which lowers morale and demotivates staff. If the leadership is unchanged and was the original reason your former employee left, you risk the same outcome.
Career advancement : These boomerang employees typically return to a higher paid, more responsible role and may have been away for up to five years. If you can’t offer ongoing advancement this time around, think twice about your decision.
Job insecurity : With zero hours contracts at an all-time high, the number one priority for job seekers is security in their employment. If you can’t offer that in some form, your returning employee is likely to head for the exit again soon.
The ‘now or never’ syndrome : People who have worked for your business for a long time may leave after reaching their ‘now or never’ moment. Sometimes this works for them, sometimes they realise the grass isn’t always greener with another company. Broken promises, poor leadership and unrealistic expectations may lead them to the conclusion that their old job wasn’t so bad after all.
Personal reasons : A major life event, relocation or health concerns can lead to the departure of a key employee.
The ‘continuous candidate’ : Approximately one third of UK employees fall into the ‘always looking’ category and believe that every job is temporary. This is perhaps more likely among millennials and younger people who adopt a ‘’portfolio’ approach to their career.
To avoid potential problems with your ‘new’ hire, include the following steps in your recruitment process:-
Kate Smedley offers a range of talent solutions including advice on your hiring process and content to boost your employer brand.
Contact me to find out more.
You might also like to read:-
7 Ways To Prevent A Talent Exodus
What’s Deterring Talent From Applying To Your Jobs?
A version of this article first appeared on Advorto’s website.
With 18 years of experience in in recruitment, Kate Smedley offers a range of copywriting and talent solutions for employers..