In today's dynamic job market, companies often find themselves contemplating the idea of rehiring a former employee.
Even larger companies are doing this – former Meta employees are allowed to apply through an “alumni portal” and Salesforce is hiring employees again despite large earlier job cuts.
This process, known as "boomerang hiring," can be a strategic move for businesses looking to leverage the experience and talents of former team members.
However, before extending an offer to a returning employee – there’s several questions businesses should ask themselves.
In this blog post, we’ll dive into the essential considerations that businesses should keep in mind when deciding whether to rehire an employee.
While obvious, one of the first things to evaluate is the reason the employee left in the first place. Was it due to personal reasons, a better opportunity elsewhere, higher pay, or performance-related issues?
Understanding the circumstances surrounding their departure is crucial as it can impact their potential fit within the current organizational context. An employee who left to take care of an ill family member or circumstances unrelated to the work may be a better rehire than someone who left due to a disagreement.
Assess how the employee has grown and developed professionally since their departure. Have they acquired new skills or experiences that would make them an even more valuable asset to your company? Or on the contrary – are they working in an industry or role now that is too different from what your company does? Consider how their evolution aligns with your current business needs.
Rehiring an employee means reintroducing someone who is already familiar with your company's culture, processes, and team. This can sound appealing – because it is! Training new hires and getting them up to speed on how you work can be time-consuming and often full of hiccups.
So before you rehire an employee, ask yourself if you’re considering rehiring them because it’s a quick fix, or if they truly bring a skillset or fill a function you need help with.
Consider seeking input from colleagues and team members who worked alongside the returning employee previously. Their insights can provide valuable perspectives on how the individual may fit into the current team dynamics – and provide you with insights as to why they left in the first place if you were unsure.
Keep in mind that rehiring an employee may make certain employees uneasy – and if the rehired employee is placed in a managerial role – employees under them may not like the new dynamic (and consider leaving too).
Consider whether the skills and expertise of the returning employee are a good fit for your company's current needs and objectives. Your organization may have evolved since their departure, and it's essential to ask yourself if you think they can contribute to your current goals. If you truly need to hire for the role, we also wrote a post about backfilling open roles.
It’s quite possible that yes – your employee would be a welcome fit back on the team, and you could greatly benefit from their skills.But it’s also possible that you’ve managed many aspects of their old role without them, or the responsibilities they had before have shifted.
You may also want to consider if you could bring them back on a consulting basis or part-time to determine if the relationship is still a good fit before beginning a full-time role.
Even though it can be a hard pill to swallow, if you truly don't need their skills anymore - it's best for both parties to move on. You don't want to hire someone only to let them go a few months later.
Maintain open and transparent communication throughout the rehiring process. Discuss expectations, both from the company's perspective and that of the returning employee’s. Be clear about any changes or developments that have occurred since their departure. Employees may believe that everything is the same when they rejoin – but be clear about new managerial structures that may be in place, salary changes, or more.
By following these key considerations and maintaining clear communication, companies can make well-informed decisions about rehiring employees.
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