Determine If a Boomerang Candidate Is Right for Your Opening

Posted May 21, 2017

Finding talented professionals is difficult for any hiring manager, and if this happens to be you, maybe there is one source of talent you haven’t considered yet - past employees.

Also known as 'boomerang employees' - past employees often return for a second, very successful stint at their former employers.

While some people could not imagine going back to work for an old employer, it's actually quite common. Surveys have shown many professionals are open to reapplying for a job at a business where they used to work and many organizations have said they would welcome back past employees with open arms.

There are multiple advantages to rehiring somebody who worked for you in the past. Hiring former workers means bringing back someone with an understanding of your company, including its culture, values, management style and organizational structure. This knowledge means the person can quickly get up to speed, benefiting the company faster than hiring a candidate who hadn’t worked there before. Since a shorter period would have to be spent on training a boomerang employee, more focus can be put on getting them engaged in the latest objectives and goals.

Conversely, a boomerang employee shouldn't get the job by virtue of being a former employee. Like any other applicant, these professionals have to be interviewed to ensure they're the proper fit for the job.

The things to consider

When looking at contacting a past employee for an open role at your company, it's crucial to consider a number of factors.

People walk away from a company for many reasons, including family obligations, wanting to try new challenges and the desire to learn new skills. There are a number of questions you might want to ask when looking at a potential boomerang employee. Consider what their performance was like before they left, what terms they left on and the main reason they left the company.

Obviously, if their performance was poor prior to leaving or they left on bad terms, you might want to look elsewhere. Also, if the reason they gave for leaving hasn't changed, it might be a concern moving forward.

You must be sure that they are planning to stay and grow in the company if they are brought back.

Have a plan

If your company is open to bringing back former employees, the first step is a strategy to inspire their return. Any good strategy starts with not burning bridges when employees put in their resignation notice. Human resources personnel should attempt to stay in touch and on good terms with talented professionals who leave the company.

A company should also be diligent about addressing issues that are repeatedly forcing out good people. This not only helps with bringing back good workers, it also helps reduce turnover.

At Ambassador, we are experienced in acquiring talent from a wide range of sources. If your company is currently in need of a custom staffing solution, please contact us today to work with a full-service staffing agency!