photo credit: geoftheref
An employee who terminates from an organization and then returns after a period of time is called a rehire or Boomerang. Recent blog posts from ERE discuss the role Boomerangs play in recruiting. In addition, this article from IT Business Edge mentions a recent survey by CareerBuilder finding that 32% of employers who laid off employees last year, plan to bring employeees back to work in the first six months of 2010. Should you consider Boomerangs in you staffing plan and recruiting strategy? Here are some questions to ask.
- What are the pros of hiring a Boomerang? Boomerangs are familiar with the company and processes. They should be able to hit the ground running or with little ramp up time. Managers are familiar with the Boomerangs strengths and weaknesses and know what type of employee they are getting.
- What are the cons of hiring Boomerangs? The Boomerang left once, what makes you think they will not leave again? Need to make sure all the circumstances surrounding why they left are addressed. You also need to take into consideration what role they will play in the organization and be clear about expectations.
- Staying in touch with Boomerangs. Does your organization have an alumni program? If so, how do you stay in touch with alumni? Keeping in touch with alumni and being familiar with where they are in their career can help with matching skills to current openings. This is especially important for interns or junior staff who left. Their skill set most likely has increased. Staying informed with their updated skills is important when determining whether they are a fit.
- The role of Boomerangs in succession planning. Boomerangs can play a big role in succession planning. Was their departure an amicable one? Have they stayed a “friend” to the organization? Additionally, can retired Boomerangs may play a key role in succession crisis – filling an interim role?
- Selling the Boomerang on the opportunity. You may need to really sell the opportunity to some Boomerangs, others you do not. You need to have a candid conversation about why the Boomerang left. Listen to why they want to leave their current role. Discuss the new role the can play in the organization and their career path.
What role do Boomerangs play in your recruiting strategy? How do you stay in touch with former employees and how do you convert them in to Boomerangs? The answer probably depends on the individual, the circumstances surrounding their departure and the current needs.
I would love to hear your ideas in the comments section.
{ 2 comments… read them below or add one }
As long as people don’t leave for a reason that disqualifies them from future employment with us, they can come back pretty much as many times as they want. It’s frustrating to see someone’s new hire paperwork when you know they’ll be gone again in 2-3 months (for the fourth time).
Good post.
One way to continue to engage potential boomerang employees is through an alumni newsletter or LinkedIn group. These continues the relationship and keeps the touch cycle going.
Jessica
@blogging4jobs