Leona\u2019s priorities have shifted. With a partner and two young children to consider, the long, expensive commute is taking its toll on her and her family. Many of her original teammates have moved on. And, having worked a decade for the same company, she\u2019s curious about what she could be missing out on.<\/p>\n
So, when she sees an opportunity with a startup just down the road (less travel, more responsibility, more money) it seems like the right time to move on. So she does.<\/p>\n
But within 2 years she\u2019s back working with her original employer. And loving it.<\/p>\n
Leona\u2019s just one example of a new group of so-called boomerang employees<\/strong>\u2014people who leave a company only to be rehired by them sometime later. So, what made Leona (and many others like her) go back? And why did her previous employer want her to return? Time to dig deeper\u2026<\/p>\n It\u2019s clear how boomerang employees get their name. But the rationale behind the boomerang employee definition is less clear.<\/p>\n At first glance, rehiring former employees who quit seems odd. After all, they chose to move on, so something can\u2019t have been quite right. And finding a replacement for them was a hassle and expense your company could have done without.<\/p>\n Oddly enough, and while Leona’s story may be fictional, there are lots of people who’ve returned to their former employers. And more and more companies have been adopting a formal rehire policy.<\/p>\n That’s why we talked to a number of different businesses to find out some real examples of hiring boomerang employees<\/strong>.<\/p>\n Here are the benefits they have seen:<\/p>\n Lots of employers take on boomerang employees because time-to-productivity is greatly reduced. For David Bitton, co-founder and CMO of DoorLoop<\/strong><\/a>, this agility is a key factor.<\/p>\n \u201cWe can get previous workers started on productive work straight away because they don’t need an extensive onboarding regimen,<\/em>\u201d says David.<\/p>\n \u201cThey can more readily integrate into the culture, and have past expertise with internal systems and processes being used. All of this means they can contribute more quickly<\/strong> than a newly hired employee who has no experience working with us, our internal processes and systems, or the culture we’ve created.<\/em>\u201d<\/p>\n Hiring is expensive and time-consuming. Boomerang employees often offer a better ROI, as banking professional and career coach, Andrew Lokenauth<\/strong><\/a> explains.<\/p>\n \u201cIt takes time to interview and train a new hire and I would take an old employee back in a heartbeat<\/em>,\u201d said Andrew. \u201cI had an employee leave for a job with more pay. After a month, he asked if there was any possibility for his old role back. We had a great relationship, so when he sent me a text asking if his old role was filled I got straight back to him.<\/em>\u201d<\/p>\n Ryan Nieman, developer and CEO at Solitaire<\/a><\/strong>, agrees.<\/p>\n \u201cBoomerang employees already know the company rules and regulations,<\/em>\u201d he said. \u201cThis saves me a lot of time and money that would have otherwise been spent on training.<\/em>\u201d<\/p>\n Hiring someone new\u2014however impressive they’re during the hiring process\u2014comes with a lot of unknowns. Boomerang employees are often a safer bet<\/strong>, says Stephen Light, co-owner and CMO at Nolah Mattress<\/strong><\/a>, because their track record and work ethic are transparent and already established.<\/p>\n \u201cRehiring employees who have already proven they were assets to the company can eliminate some of the risk involved in recruitment<\/em>,\u201d says Stephen. \u201cWhich is why we make an effort to keep employees who left the company on good terms part of our network<\/strong>.<\/em>\u201d<\/p>\n According to a BambooHR survey<\/strong><\/a>, 31% of new hires quit within their first 6 months at a job. Boomerang employees are more likely to stay after being rehired because they know exactly what\u2019s on offer and how it works for them. Plus, they\u2019ve explored the alternatives and found them lacking<\/strong>.<\/p>\n \u201cIt\u2019s hard to find great talent, and sometimes the reason someone leaves a job is no longer relevant,<\/em>\u201d says John Li, co-founder and CTO of Fig Loans<\/strong><\/a>.<\/p>\n \u201cI trust that they wouldn\u2019t return unless the move made sense for them, which means better chances for us of long-term retention.<\/em>\u201d<\/p><\/blockquote>\n Joe Coletta, founder and CEO at 180 Engineering<\/strong><\/a> agrees: \u201cRehiring boomerang employees can also be a way to forge a sense of loyalty<\/strong>, as the process of welcoming someone back creates a sense of enduring connection.<\/em>\u201d<\/p>\n Overall retention tends to improve, too. Seeing someone return to the company sends out a powerful message to current employees that other options may not be as great as they seem.<\/p>\n Employers and employees can get stuck in a rut and sometimes need a bit of a jolt to get back on track. Finding out why a good employee left, and making adjustments to accommodate these reasons, brings benefits for both parties.<\/p>\n Sam Shepler, CEO of TestimonialHero<\/strong><\/a>, describes a scenario he experienced that was similar to that of (our fictional) Leona\u2019s.<\/p>\n \u201cTiming is a huge part of the employment journey,<\/em>\u201d says Sam. \u201cSometimes that\u2019s what happens to employees\u2014the timing is just off.<\/em>”<\/p>\n He refers to a senior director at a previous company who left because he couldn’t travel as much at that point in his life.<\/p>\n \u201cAfter a couple of years, we were in want of good talent, and my bosses offered him a position with reviewed responsibilities and flexibility around travel. He accepted and it was a win-win situation for us all.<\/em>\u201d<\/p>\n \u201cLike returning home after a leave of absence.<\/em>\u201d<\/p>\n This is how Archie Payne, president at CalTek Staffing<\/strong><\/a>, describes the experience of rehiring former employees who quit.<\/p>\n Boomerang employees will already be familiar with your company\u2019s culture, processes, people, and values. And more likely to be in sync and comfortable with them as they know what they sign up for in advance<\/strong>.<\/p>\n When Ryan Nieman, CEO at Solitaire, rehired a former employee this mutual understanding<\/strong> was a big benefit.<\/p>\n \u201cThe best part was that they were well aware of the company and its policies,<\/em>\u201d says Ryan. \u201cSo, there wasn\u2019t a lot I had to tell them. Another benefit was knowing that their professional goals aligned with the company.<\/em>\u201d<\/p>\n Boomerang employees bring with them new experiences, knowledge, perspectives, and techniques that can take your business onto the next level. As Chelsea Cohen, co-founder of SoStocked<\/strong><\/a>, describes:<\/p>\n \u201cIronically, boomerang employees are often the key to discovering new techniques. If they\u2019ve been working in similar industries or firms, they\u2019ll come back to you with refined workflows that could benefit your entire team.<\/em>\u201d<\/p>\n According to Solitaire CEO Ryan Nieman, \u201cthe number one benefit was the growth and maturity<\/strong> I saw in the employee.<\/em> The skills they garnered from other companies were visible through their work. This really was a plus point for my organization.<\/em>\u201d<\/p>\n When good employees return to the fold, existing employees tend to sit up and take note.<\/p>\n \u201cBringing back talented and well-respected former employees shows that your company values individuals,<\/em>\u201d says Ryan O\u2019Donnell, co-founder and CEO at SellHack<\/strong><\/a> and Replyify<\/strong><\/a>.<\/p>\n As well as being able to attest to improvements since they left, your boomerang employees represent an objective and honest appraisal of your company<\/strong>.<\/p>\n \u201cHaving a previous employee return tells current workers that their present job is good since people are eager to return to it,<\/em>\u201d says Bryan Carter, founder and CEO at ResumeBuilderPro<\/strong><\/a>. And that’s a booster to workplace morale.<\/p>\n Having had time out, boomerang employees often return to their old company and role with renewed energy and enthusiasm.<\/p>\n \u201cAn ex-worker who wants back in on the action will do so with more zeal than ever before,<\/em>\u201d says David Rowland, Head of Digital Marketing at EcoOnline<\/strong><\/a>. \u201cThis is due to the fact that they may now value aspects of their job that they previously overlooked or didn’t appreciate.<\/em>\u201d<\/p>\n A view that Archie Payne, president at CalTek Staffing, agrees with.<\/p>\n \u201cEmployees who I have personally rehired showed increased loyalty, commitment, and passion<\/strong> for their job,<\/em>\u201d he says.<\/p>\n Build strong teams with TalentLMS Of course, rehiring former employees who quit isn’t without potential challenges, too. Here are a few red flags<\/strong> our experts identified:<\/p>\n Even after only a few months, a lot can happen in an organization and there\u2019s a risk your boomerang employee will find it hard to adjust to the changes.<\/p>\n \u201cWhile the rest of your firm has moved on, boomerang workers may stubbornly adhere to outmoded practices and systems they associate with their previous employment with you,<\/em>\u201d says David Farkas, founder and CEO of The Upper Ranks<\/strong><\/a>.<\/p>\n Your boomerang employee may be able to slip straight back into doing their old job. But might not slip quite so easily back into their old team. Let\u2019s not forget the impact their return may have on the shift in dynamics since they left.<\/p>\n \u201cSometimes rehiring an employee may rekindle a bad office relationship.<\/em>\u201d<\/p>\n Ouriel Lemmel, CEO of WinIt<\/strong><\/a>, adds that \u201cemployees who have stayed may see this rehiring as rewarding disloyal behavior.<\/em>\u201d<\/p>\n \u201cBoomerang employees might hold grudges<\/strong>,<\/em>\u201d notes Irene McConnel, MD of Arielle Executive<\/strong><\/a>. \u201cAs childish as it sounds, it can be true. And it can lead to friction between employees that can damage team morale.<\/em>\u201d<\/p>\n To avoid potential friction, consider testing the water with others in the team<\/strong> to see if there are any underlying issues or resentments hidden under the surface.<\/p>\n \u201cAlthough HR makes the final decision, you should always consult other team members about rehires,<\/em>\u201d says Chelsea Cohen, co-founder of SoStocked. \u201cNot all workers might have been assets to your company culture.<\/em>\u201d<\/p>\n Is your boomerang employee a new hire? An old hire? A new old hire? Or something in between? How they\u2019re perceived by others and by themselves is important. Clarify this from the start so there are no misunderstandings or discrepancies around compensation, benefits, or promotion opportunities.<\/p>\n \u201cWhen you rehire a former employee, technically speaking, they are ‘new hires,’ especially if they’ve been away from the company for a long time,<\/em>\u201d says Eduarda de Paula, CEO of Coupon Hunt<\/strong><\/a>. \u201cBut they may see this differently. They could feel entitled<\/strong> compared to other \u2018new hires\u2019 and could expect, for instance, special perks and higher compensation as you rehire them.<\/em>\u201d<\/p>\n Irene McConnel, MD of Arielle Executive agrees. \u201cOther employees could raise issues if your boomerang employee receives the same perks and higher compensation than the previous tenure. This entitlement can further cause a drift between team members.<\/em>\u201d<\/p>\n Your boomerang employee may be the safe bet, but are they the best<\/em> bet? Sometimes expediency and familiarity can cast a heavy shadow over other strong candidates. You’re hiring for the future<\/a>, not just the present.<\/strong> So, it’s important to keep an open mind and consider all of the talent on the table.<\/p>\n \u201cSeeing a previous employee’s resume in your email may pique your interest to the point where you don’t pay enough attention to the other prospects who are also competing for the job,<\/em>\u201d says Bryan Carter, founder and CEO at ResumeBuilderPro.<\/p>\n Remaining objective and open is something David Farkas, founder and CEO of the Upper Ranks also stresses.<\/p>\n \u201cYou may be passing over the best candidate in your applicant pool by unintentionally preferring the ex-employee<\/strong>,<\/em>\u201d he says.<\/p>\n We\u2019ve talked about the link between rehiring former employees who quit and better employee retention. But could it work the other way?<\/p>\n \u201cThe biggest drawback of rehiring former employees is that it shows other employees that if they leave the risk is lower because we hire people back,<\/em>\u201d says Todd Ramlin, manager of Cable Compare<\/strong><\/a>. \u201cThat can lead to higher turnover. Which is why rehiring isn\u2019t our favorite option.<\/em>\u201d<\/p>\n Reaching out to boomerang employees could also send out mixed messages to your talent pool in general. Opting for former employees instead of hiring new people could indicate that you’re hesitating to innovate and try out fresh ideas.<\/p>\n You\u2019ve weighed up the pros and cons and decided to include boomerang employees in your hiring strategy<\/a>. What next? Our panel offers some tips on the process:<\/p>\n Put good people who leave your company in a talent pool<\/strong> and send them news about the company, job openings, new benefits, and developments. Having a talent pool makes it easier for a former employee to get in touch<\/strong>, too.<\/p>\n \u201cOver the past year, we\u2019ve hired over 20 former employees,<\/em>\u201d says Dan Barrett, CEO at Adwords Nerds<\/strong><\/a>. And he continues by describing their hiring process. “We have a database of the resumes of former employees which everyone can access. We also have a system that allows us to easily contact former employees and ask them if they are interested in working for us again.<\/em>\u201d<\/p>\n And, don\u2019t limit your talent pool to long-term, full-time employees.<\/p>\n \u201cYou should also add contingent workers\u2014freelancers, independent contractors, consultants\u2014who did a good job and fit the company culture, too,<\/em>\u201d notes Teo Vanyo, CEO of Stealth Agents<\/strong><\/a>.<\/p>\n Onboarding training<\/strong><\/a> shouldn\u2019t be ignored when you rehire. Operations and priorities change quickly. And, even if there haven\u2019t been any major changes, most rehires won\u2019t remember everything about the job, your processes, and your policies.<\/p>\n But your boomerang employees won\u2019t need the full, standardized onboarding process. Try instead a tailored reboarding approach<\/strong> by:<\/p>\n 1. finding out what knowledge needs refreshing<\/strong><\/p>\n \u201cWalk through the onboarding checklist and discuss where they need more learning and upskilling, and where they feel comfortable to slide right into the role,<\/em>\u201d says David Aylor, founder and CEO of David Aylor Law Offices<\/strong><\/a>.<\/p>\n \u201cThis delivers a customized onboarding process, which is better from a cost-reduction standpoint, too.<\/em>\u201d<\/p>\n 2. providing flexible training options<\/strong><\/p>\n \u201cIn terms of onboarding (or reboarding), we gave our rehires the option of attending any Day 1 activities (formal onboarding),<\/em>\u201d says Diane Cook, HR specialist at Resume Seed.<\/strong><\/a><\/p>\n \u201cSubsequent onboarding was pared down knowing they had some experience with our systems, policies, and processes.<\/em>\u201d<\/p>\n 3. keeping reboarding current<\/strong><\/p>\n \u201cYou absolutely need to include any culture or policy changes that have happened since the employee last worked for you,<\/em>”\u00a0says Jon Hill, chairman and CEO, of The Energists<\/strong><\/a>.<\/p>\n \u201cYou\u2019ll also want to be mindful of them falling back on old methods or processes for their first few months to make sure they\u2019re on board with the new way of doing things<\/strong>.<\/em>\u201d<\/p>\n Deliver successful reboarding in just a few clicks Let\u2019s be honest. If you\u2019re considering rehiring former employees who quit, you\u2019ll want to make sure they\u2019re not going to leave again<\/strong>. Key to this is understanding why<\/em> they left in the first place. An exit interview is a great way to start gathering this information.<\/p>\n \u201cComplete an exit interview<\/strong> and compile exit data when employees resign,<\/em>\u201d says Archie Payne, president at CalTek Staffing. \u201cThis should include questions about why they’re leaving, if they would consider returning, and any concerns they have.<\/em>\u201d<\/p>\n Follow this up when you reach out and during the interview. But do so tactfully, says Zachary Hoffman, CEO at Digital PR<\/strong><\/a>.<\/p>\n \u201cYou don’t want the interview to become a \u2018How do we know you’re going to stay this time?\u2019 interrogation.<\/em>\u201d<\/p><\/blockquote>\n He also suggests letting the employee lead<\/strong>. \u201cBe open and available to giving them the information they need, and focus on how you’ll evolve or shift the role to better suit their needs.<\/em>\u201d<\/p>\n So, what\u2019s changed since they left? Now\u2019s the time to find out.<\/p>\n \u201cOne thing I do differently with rehires is that I request a work portfolio,<\/em>\u201d says Maria Flores at MediaPeanut<\/strong><\/a>.<\/p>\nThe benefits of rehiring former employees<\/h2>\n
1. Agility<\/h3>\n
2. Reduced costs<\/h3>\n
3. Lower risk<\/h3>\n
4. Higher retention<\/h3>\n
5. Time to change<\/h3>\n
6. Familiarity and alignment<\/h3>\n
7. Insights and improvements<\/h3>\n
8. Reality check<\/h3>\n
9. Enthusiasm<\/h3>\n
\n
\n<\/strong>The training platform that users consistently rank #1.<\/span>
\nEasy to set up, easy to use, easy to customize.<\/span>![\"Create](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\")
<\/a><\/p>\n
\nReasons not to rehire former employees<\/h2>\n
1. Stuck in the past<\/h3>\n
2. People, perceptions, and politics<\/h3>\n
3. An identity crisis<\/h3>\n
4. Best person for the job?<\/h3>\n
5. Higher turnover<\/h3>\n
6. Less new talent<\/h3>\n
How to rehire boomerang employees<\/h2>\n
Keep in touch<\/h3>\n
Don’t onboard, reboard<\/h3>\n
\n
\n<\/strong>Build online courses with TalentLMS,<\/span>
\nand give your new-ish hires a warm welcome.<\/span><\/a><\/p>\n
\nSeek to understand<\/h3>\n
Get to know them\u2026 again<\/h3>\n
![\"Boomerang](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2022\/01\/TLMS_20220105_1200x314.png\")
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