The job market is constantly changing, and employees are often on the lookout for new opportunities. However, some employees may leave a company only to realise that they miss the culture, work, and colleagues they left behind. These employees may eventually return to the company, known as a “boomerang hire”. A recent LinkedIn report states that boomerang hires are on the rise in the UK, with companies increasingly welcoming back former employees.
One key benefit of hiring back boomerang employees is that they require less training and onboarding. These employees are already familiar with the company culture, values, and expectations, and have a proven track record of success within the organisation. According to a study by WorkplaceTrends, 40% of HR professionals believe that boomerang employees get up to speed faster than new hires.
Another benefit of boomerang hires is that they can bring fresh perspectives and new ideas to the table. After working for other companies, they may have gained new skills, experiences, and insights that can benefit the company and its operations. A report by the Work Institute found that 40% of employees who return to a company do so because of the new challenges and opportunities offered.
Boomerang hires can also help improve team morale and cohesion. When employees return to a company, they often bring a sense of loyalty and commitment, which can help improve overall team dynamics and productivity. This can lead to improved retention rates, as employees who feel valued and engaged are more likely to stay with a company long-term. 76% of HR professionals believe that boomerang hires are more likely to stay with a company longer than other employees.
Rehiring former employees can also help companies address talent shortages and skill gaps. With the job market becoming increasingly competitive, it can be difficult to find qualified candidates for certain roles. By rehiring former employees, companies can quickly fill critical positions with skilled and experienced individuals. According to a survey by Workforce, 33% of HR professionals said that boomerang employees were rehired to fill critical skills gaps.
Boomerang hires can also help improve diversity and inclusion efforts. A report by HR Daily Advisor found that boomerang hires tend to be more diverse than new hires. By hiring back former employees, companies can help improve diversity and inclusion within their workforce, which can have a positive impact on company culture and productivity.
Finally, rehiring former employees can help companies maintain strong relationships with alumni. This can be valuable for recruiting efforts, as former employees can help identify and refer qualified candidates for open positions. A report by the Society for Human Resource Management found that 48% of organisations actively encourage boomerang hires, and 15% have a formal policy in place to rehire former employees.
While there may be concerns about rehiring employees who left in the first place, many HR professionals believe that boomerang employees are a valuable asset to companies. According to a study by WorkplaceTrends, 46% of HR professionals said that their organization would consider rehiring former employees who left on good terms. In fact, 15% of the companies surveyed said that at least half of their boomerang hires were high-performing employees.
However, it’s important to note that there are some potential downsides to boomerang hires. For example, there may be lingering issues or conflicts from their previous employment, and it’s important to ensure that these have been resolved before rehiring. Additionally, there may be concerns from current employees about favoritism or lack of opportunities for growth if former employees are brought back into the company.
Overall, boomerang hires can be a valuable hiring strategy for companies looking to save time and money on training and onboarding, fill critical skill gaps, improve diversity and inclusion, and maintain strong relationships with alumni. By welcoming back former employees, companies can tap into a talent pool of skilled and experienced candidates who are already familiar with the company culture and operations. It’s important to carefully consider the potential benefits and drawbacks before implementing a boomerang hiring strategy, but for many companies, it may be a valuable and cost-effective way to recruit top talent.
How Troi can help with boomerang hires
An embedded recruitment model, like Troi’s supercharged embedded model can be particularly helpful in supporting boomerang hires. This model involves building relationships with potential candidates over time, rather than simply relying on traditional recruitment methods such as job postings or external recruiting agencies.
With an embedded recruitment model, companies can maintain ongoing communication with former employees, even after they have left the company. This can include keeping in touch through social media, inviting them to company events, or sending them newsletters or updates about the company. By staying connected with former employees, companies can ensure that they are top of mind when it comes to future job opportunities.
In addition to keeping in touch with former employees, an embedded recruitment model can also involve building relationships with potential future hires who have expressed interest in the company. This can include attending industry events, participating in online forums or groups, or engaging with potential candidates on social media. By building relationships with potential candidates over time, companies can create a pipeline of skilled and qualified candidates who are already familiar with the company culture and operations.
By maintaining communication and staying top of mind, companies can create a pool of qualified and experienced candidates who are already familiar with the company and its operations.