In the search for the right person for the job, managers often overlook a great source of competent and capable professionals – the list of former employees.
In a recent ZenBusiness poll, 57% of employers surveyed said they would rather return their former employee than hire a candidate who has similar qualifications. More than three-quarters (76%) of employers who took this step said they were satisfied with their decision.
This idea is also widely supported by employees, and according to the survey, 90% of them would consider returning to their old job. In addition, the survey shows that the average boomerang employee enjoys a pay jump of 20%.
Former employees are well-versed in the work environment and can navigate the office of newly hired workers faster, says David Lewis, CEO of human resources consulting firm Operationsinc. The company employs 94 people, and Lewis says he has recruited 20 former employees over the years.
When a good employee leaves his job, he tries not to burn bridges with his previous employer and keep in contact with him.
Lewis says he has repeatedly made phone calls in which his former employees have said they regret leaving work and would like to return. However, he stressed that before deciding to return a former employee, you should ask yourself 4 questions. Read more: Selection of the right employees. Tips for Human Resource Managers
1. For what reason did the employee leave your company in the past?
The appointment of a boomerang employee who has gained additional experience and knowledge from his work elsewhere can be a great positive for the company, said Mark Kluger, co-founder of Kluger Healey, a labor law consultancy. However, if the employee was fired, you should think carefully about the reasons that led to this action. “People are not fired for no reason, so you have to be careful,” Kluger says. In other cases, employees leave work because they think the grass is greener on the other side of the fence. However, if it turns out that reality does not meet their expectations, they may want to return to their old job.
Lewis advises you to thoroughly analyze the reasons and the way your ex-employee left the job. If there is something or someone who has made him or her make that decision and these factors continue to be present in the workplace, then the problem is likely to arise again, he says.
2. Is it suitable for the position offered?
If an employee has acquired new skills or been promoted to a senior position after leaving your company, think about what a position that has opened up in your company can offer him, says Joey Morris, author of the study ZenBusiness.
“An employee who has left the job once is always a risk as he or she can do it again. He may also feel that he deserves more value after having worked elsewhere,” he adds.
Despite this risk, the survey found that 55% of boomerang employees were satisfied with their return to their previous job.
3. Do his former colleagues want to work with him again?
You never decide to return a former employee solely, Lewis advises. Ask for the opinion of other people in the office and pay special attention to the feedback they share with your former colleague.
“You have to be 100% sure that your opinion of the former employee is not very different from that of other workers,” he says. You may find that your team members did not get along well with this employee and that his or her return to work would adversely affect the productivity of others.
4. What benefits will the company bring back?
Deciding to bring a former employee to work is a logical financial and professional decision, not just because you love working with him and you miss him, says Lewis. Some people want to get back to their old job because they can’t handle the responsibilities or changes they were exposed to in their new job. Although the appointment of a person you know seems simple and straightforward, you should always have a conversation about the expectations that that employee has of your potential return.
Boomerang employees are a good solution to fill the gaps in a company, especially given the high dynamics and competitiveness of today’s job market. However, before making the final decision, consider the pros and cons that go hand in hand with the return of a former employee.