What are boomerang employees
The term ‘boomerang employee’ refers to an employee who has returned to a place of work after quitting. The term may be commonly used to refer to employees who have left the workforce during the COVID-19 pandemic, and then returned to their former place of work in the same or in a different role.
Boomerang employees are often associated with the expression ‘the grass is always greener on the other side’, they may have left and realised that their former employer and job was not as bad as it seemed. Perhaps there is much about their new role that they dislike in comparison to their previous one.
Whether rehiring boomerang employees is a help or hindrance can depend on why these employees are returning to their former place of work. If they are returning to work following a long-term illness, for example, these employees may be easier to retain than those who have simply returned after quitting. If we accept a broad definition of ‘boomerang employee’, it could also refer to individuals who have returned to their former place of work after having children.
There can be many potential benefits to rehiring employees who are seeking to return to their former place of work. In this next section, we’ll look at some potential benefits of re-hiring employees.
The current hiring picture
One of the key reasons why employers might be looking to hire boomerang employees is because of a competitive jobs market. Our hiring trends report found that while demands are softening, recruiters are still wary about the future. This may be because recruiters are experiencing an ‘unqualified applicant overload crisis’. Hiring candidates with the right skills may be becoming the biggest challenge.
That’s where hiring boomerang employees could be useful. These employees have prior knowledge and skills gained working for their former companies. This means that they can make a great fit as they are more likely to be qualified for the job. Let’s look at some of the benefits of re-hiring boomerang employees.
The benefits of re-hiring boomerang employees
Not all boomerang candidates may want to return for the same reasons. Those who are looking to return after a period of ill health or after having children may have more positive reasons to work at their former workplace. Re-hiring these candidates can bring in a range of beneficial perspectives to their business. Flexible working opportunities can make it easier for parents to return to work while also maintaining childcare responsibilities.
While there are key challenges to hiring boomerang employees, these employees may come with a lot of strong knowledge about the company’s workings, processes and culture. This means that onboarding them can be more of a straightforward process as they have already gone through it before.
However, when it comes to loyalty and retention, employing boomerang employees may come at a cost. We’ll look at these challenges in this next section.
The challenges of re-hiring boomerang employees
Some boomerang employees may be a challenge for businesses. For example, a boomerang employee who has quit working for a company, worked a few years elsewhere, and has returned to their former company may present risks to the organisation depending on the reason why they left in the first place.
Employers who re-hire boomerang employees may be doubtful about their former employee’s loyalty to their business and their ability to retain them. If they have already left the company once, it suggests that they were dissatisfied at some point.
Tips for making the most out of rehiring former employees
While choosing to rehire a boomerang employee may not feel like the safest option, there are some ways to make the most out of this practice. Here are a few suggestions for employers:
Why did they leave in the first place?
Understanding why the boomerang employee was dissatisfied in their previous role and why they left the company is essential. Usually, the offboarding process gives employers a chance to talk through the reasons for leaving with an ex-employee. Employers can also draw out the offboarding process and touch base with former employees later in the year. This might give them a fresh perspective on their leaving.
It may be that their ex-employee’s expectations were unreasonable considering the size and budget of the company at that time. Or, the employee in question may have left for reasons that can be addressed. Perhaps they didn’t see any opportunity for career progression, or hadn’t been promoted after years of being with a company.
If employers choose to rehire such boomerang employees, they could consider talking through their career progression opportunities to ensure they align with that employee’s professional goals. They could also look at providing training and learning resources, particularly if that employee feels that they would benefit from learning new skills.
As we found in our guide to wellbeing and learning and development (L&D), providing L&D opportunities can help improve employee wellbeing and retention. This is as they can provide employees with a sense of purpose and career progression.
Use the interview process to discover their reasons
During the interview process, recruiters should ask pointed questions that can get to the heart of why boomerang employees are looking to return. Some questions they could ask include:
- Why did you leave the company?
- Why are you leaving your current employer ?
- What made you want to reapply?
- Do you think the reasons for your leaving are still relevant now?
- What do you expect on returning to the company?
- If offered the position, what new skills or knowledge would you bring?
- What career progression goals do you have?
Consider whether the former employee was a top performer
If an employee was a top performer, then they might make for a more successful boomerang employee. These types of boomerang employee might be better suited as a rehire since they have previously shown a strong commitment to performance targets. They might have left due to better pay elsewhere, or a lack of career progression. Employers may do well to rehire former top performers, as well as find out the reasons for their leaving in the first place.
Create a business alumni network
For employers who are looking to tap into the boomerang employee phenomenon, they can create their own alumni network. They can keep in touch with former employers over email, sharing relevant company news, talks, seminars and workshops. They could also communicate over other social media channels about relevant roles and opportunities.
Re-hiring boomerang employees may be risky for businesses. That’s why it can be useful to identify why an employee is looking to return and why they left in the first place. Using the interview process to find out why is essential. It will determine whether they are coming back for the right reasons. Some businesses may even positively favour boomerang employees via an alumni network. However, it is best to assess each boomerang candidate on a case-by-case basis.
