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Finding qualified talent is a challenge for many organizations. Skilled candidates are in high-demand, making it difficult to both hire and retain them. The modern workforce is characterized by unprecedented mobility, with employees frequently changing jobs in search of better opportunities, personal growth, and more fulfilling work experiences.
Hiring boomerang employees is a strategic solution to extend the employee lifecycle to help your team address two critical workforce challenges: The skilled talent shortage and the persistent issue of employee turnover.
What is a boomerang employee?
A boomerang employee is a former team member who leaves an organization and later returns to work for the same company again.
It’s estimated that around 2% of US workers return to a former employer, typically about four years after leaving.
Advantages of hiring boomerang employees
Bringing back former employees is a strategic way to expand your talent pool with skilled candidates. While not every former employee is an ideal boomerang candidate, those who meet specific criteria can provide enormous value to your organization.
1
Lower recruiting costs
Recruiting a boomerang employee can cost significantly less than sourcing and hiring a completely new candidate. You can save on direct recruitment costs like advertising, agency fees, and referral fees, while potentially reducing resources spent on interviewing previously unvetted candidates.
2
Proven track record
Your hiring team can make more informed decisions about boomerang hires based on past performance reviews and firsthand knowledge of their work ethic. This insight into candidate capabilities and fit within the organization reduces the risk associated with new hires and can lead to better long-term outcomes.
3
Cultural fit
Boomerang employees already understand and likely align with your company’s values and work environment, reducing the risk of cultural mismatches. This alignment can lead to smoother integration and potentially higher job satisfaction, as the returning employee already knows what to expect from your company culture.
4
Faster time-to-productivity
Boomerang employees are already familiar with your company culture, policies, practices, and team members. This familiarity allows them to become productive more quickly than entirely new hires. They can hit the ground running, often requiring less time to acclimate to the work environment and start contributing effectively.
5
Fresh perspectives
Time away from your company often provides boomerang employees with fresh outlooks and innovative ideas that can benefit your organization. Their external experiences can bring new problem-solving approaches and industry insights, potentially leading to improved processes or innovative solutions.
6
Expanded network
Former employees may bring back new professional connections and potential business opportunities acquired during their time away. These expanded networks can open doors to new partnerships, clients, or talent pools, benefiting the company’s growth and market position.
Drawbacks to making boomerang hires
While the benefits of rehiring former employees are numerous, it’s essential to consider the potential challenges that may arise. Understanding these drawbacks can help organizations make informed decisions and develop strategies to mitigate any negative impacts.
1
Limited diversity of thought
Homogeneous Thinking: Relying too heavily on boomerang hires might limit the influx of truly new perspectives and diverse experiences. This could potentially stifle innovation and creativity within the organization, as fresh viewpoints from entirely new hires might be overlooked.
2
Resentment from colleagues
Boomerang employees earn an average of 25% more when they return. This can breed resentment from other team members who remained with the company if they aren’t offered a similar compensation increase.
3
Outdated mindset
Boomerang employees might struggle to adapt to new processes or cultural shifts that occurred during their absence. Their preconceived notions about how things used to be could make it challenging for them to embrace new methodologies or technologies implemented in their absence.
4
Recurring issues
If the reasons for the employee’s initial departure weren’t adequately addressed, the same issues might resurface upon their return. This could lead to repeated dissatisfaction and potentially another departure, creating a cycle of turnover and instability.
The top reasons boomerang employees left in the first place:
5
Skill stagnation
If the employee hasn’t significantly developed their skills during their time away, they might not bring the expected added value. This could result in disappointment for both the employer and the employee, potentially leading to underperformance or the need for additional training.
6
Overconfidence
Some boomerang employees might assume their past performance guarantees current success, potentially leading to reduced motivation, performance, or innovation.
Best practices for sourcing former team members
To harness the full potential of boomerang employees while mitigating potential risks, it’s crucial to implement a well-thought-out strategy.
The following best practices can help you effectively recruit and reintegrate former employees, ensuring a smooth transition and maximizing the benefits of their return.
1
Create a positive employee offboarding experience
Ensure your offboarding process is positive and professional when employees depart. This increases the likelihood of maintaining a good relationship and potential future return.
Develop a comprehensive offboarding program that includes exit interviews, knowledge transfer sessions, and a clear communication of the company’s openness to future opportunities.
Provide departing employees with information about the alumni network and how to stay connected. Consider implementing a “return policy” that outlines how former employees can explore opportunities to come back.
By creating a positive last impression, you increase the chances of top talent considering a return in the future.
2
Learn why employees leave
Use exit interviews and HR analytics to understand why employees leave. This data can help you identify patterns or recurring issues that lead to employee turnover—and address them.
By addressing concerns, you not only increase the likelihood of former employees considering a return but also improve retention rates among current staff. Share the improvements made based on this feedback with potential boomerang employees to demonstrate the company’s commitment to growth and employee satisfaction.
3
Maintain an Alumni network
Create and nurture an alumni network where you can keep in touch with former employees. This can be in the form of an email list, social media group, or dedicated platform.
Regularly update alumni on company news, achievements, and open positions. You might even organize events or webinars to keep them engaged and informed about the company’s growth and changes.
This ongoing connection not only facilitates easier recruitment of boomerang employees but also helps you build a positive employer brand. An active alumni network may also lead to referrals and business opportunities, making it a win-win situation for both the company and its former employees.
4
Conduct thorough interviews
It’s important to objectively assess boomerang candidates so you can ensure they’re truly the best fit for the role.
Stick to your structured interview process, though you may adapt your interview questions to acknowledge the candidate’s previous experience at your company. For example, if a former employee has high performance ratings for a given skill, you could ask whether they’ve further refined that skill since they left.
Treat the interview process for boomerang employees with the same rigor as you would for new candidates, exploring their experiences and growth during their time away. This thorough approach helps in assessing their fit with the current organizational needs and goals.
5
Implement a comprehensive reboarding process
While boomerang employees may be familiar with the company, it’s crucial to provide a thorough onboarding experience to catch them up on changes and new expectations. Develop a tailored reboarding program that acknowledges their previous experience while ensuring they’re up to date with current practices.
Reboarding may include:
This comprehensive approach helps boomerang employees feel valued and sets them up for success in their new role.
6
Balance boomerang hires with new talent
While boomerang employees offer unique benefits, it’s important to balance their hiring with fresh talent to maintain a diverse workforce and perspective.
Develop a hiring strategy that sets targets for a healthy mix of boomerang and new hires. This balance ensures that the organization benefits from both familiar expertise and fresh perspectives.
Encourage collaboration between returning employees and new hires to foster knowledge exchange and innovation. Regularly assess the impact of this balanced approach on team dynamics, creativity, and overall performance.
This strategy helps prevent the risk of organizational stagnation while leveraging the benefits of boomerang employees.
Final thoughts on boomerang employees
Former employees’ unique mix of institutional knowledge and external experience makes them a compelling candidate source that shouldn’t be overlooked. These are professionals who have already been vetted by your team—they’ve proven their capabilities, demonstrated their cultural fit, and understand your organization’s unique dynamics. Sourcing these candidates for your open roles is a great way to improve your hiring outcomes so you can build a strong team.
