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Things To Consider Before Welcoming a Boomerang Employee !!
Who says you can’t go back home? Here comes the boomerang employee!!!
In one of our previous posts we discussed how an employee exit can be made soothing for both the leaving employee and rest of the organization. But what if the “leaving employee” becomes a “returning employee “ ?
The current recruiting market is witnessing an entirely new genus of employees circling in the hiring pool – “The Boomerang Employees” and the industry is unconditionally welcoming this new trend with their arms wide open. But, HANG ON!!!
Isn’t the decision way too fast???
Before welcoming the candidate, you need to consider a number of aspects. You need to re-evaluate all the pros and cons of making such decision, study past record of that employee and to check with other team members if they wish to work with him/her or not! To start with, first find out the reason for his/her departure and return.
Employees leave the organization for a variety of reasons. Collectively, on the basis of reason for exit, the boomerang employees can fall under any category listed below.
1. Leaving to try something new: There are employees who leave to follow their passion. Some succeed and continue with what they had always dreamt of doing but some didn’t expect the reality to be so harsh on them. These are the people who then try to come back to their former employers.
2. An obligatory resignation: Sometimes several unavoidable life events like relocation due to marriage or taking care of a sick parent, forces employees to leave. They might come back after some time or wish to work remotely, with some flexibility.
3. For career advancement or a better opportunity: After working for several years in a single company, this species leave for a better opportunity and come back after three to four years on a higher position and a much higher pay scale.
4. “Boomerang”ing on purpose: Seasonal workers, particularly retired employees, work for a specific season or time period and leave for the other part of the year.
But it’s purely an employer’s choice to either greet them back or show them their way! More than choice, organizations must have a pre-set policy as not every returning employee is worth re-hiring.
When should you greet them back?
When there’s a need for a personnel with certain expertise and the situation is demanding his/her presence. ‘OR’ When your organization is lacking leadership skills and one of your former employees was a proven leader. ‘OR’ When your current team is teamwork deficient and need a person who can easily collaborate with others and is already well aware of the company culture.
& When Not?
When your team is not agreeing to work with the same person again. ‘Or’ When the reasons due to which that employee left, still exist. ‘Or’ When the boomerang employee is returning after a long time.
There’s a possibility that most of the staff has already been changed since he/she left and the entire company culture had been through a ‘tectonic shift’.
A small piece of advice for the employees too!
# Never burn a bridge; try to make your exits as graceful as they can be. Who knows you might want/have to come back anytime in future?
# Stay in touch with ex-colleagues. Employers, sometimes, prefer recruiting through an employee referral or resources for which they don’t need a reference check i.e. the ex-employees.
# Don’t shy away in reaching a former employer if a position catches your eye. If you’re a high performer before then you’re definitely a commodity coveted to hire.
Boomerang employees are undoubtedly becoming the first choice for employers in the current era, as they already possess the required skills, expertise and experience expected for a particular position and are well aware of the Workplace Culture which helps them to re-gel instantly. But, making this decision can have its own pros and cons on the organizational future and thus; each element of the equation is worth considering, reaching an undisputed conclusion.