Why should i rehire you

A positive exit process ensures that a majority of exiting employees leave on good terms, leaving the door open for future opportunities. Here are four ways your company benefits from boomerangs: Reduced Onboarding and Ramp Up Times — People who have worked with you before already know your culture and policies.

In addition, you already know their strengths and weaknesses so you can help them hit their stride sooner. Lower Recruiting Costs — Many companies have begun implementing alumni programs to stay connected with former employees.

These connections can be an excellent source of passive candidates who may be willing to return to your company, especially if you parted ways amicably.

Reaching out to people you know well can reduce your recruiting costs , and these individuals will also require less training resource investment than brand new hires. Skills Growth — When a former employee returns to your organization, you enjoy the benefit of the growth they experienced while they were away. It might seem easy on the front end to hire someone who requires little to no training and promises that things have changed. Remember, the underlying behavior behind performance problems and personnel issues, such as sexual harassment or bullying , is not easily changed.

Someone who was a problem employee before will probably be a problem again. Rehiring former employees like this might be a decision you will regret. Another potential danger: Former employees who really need jobs rather than really want to return to your company.

Ask yourself: Did this person leave to find a new opportunity not available in your company? Was this person one of many to leave a problem department?

Was he or she negative about the company before? Another caution: Employees who were laid off may harbor resentment. If they bring back their toxic attitude, it could be tragic for your team. So, how do you do that? Make sure to ask former employees all of the same questions you would ask unknown candidates.

This should still be a very thorough, professional interview. Find out about new experiences they have gained since leaving the company, as well as reasons they left those jobs. Ask specific questions about their reasons for leaving the first time and what they have learned since they left.

There can be plenty of reasons to rehire a former employee. Here goes! If you want to rehire a former employee — also referred to as a boomerang employee — there are several pros and cons to take into consideration. The best practices listed in this section aim to reduce the drawbacks of rehiring a former employee and to optimize the rehiring process.

When employees leave the organization, a good way to stay in touch is by adding them to a talent pool. Doing so will allow you to send them updates on the latest developments within the company, vacancies and other relevant information. Having a talent pool works both ways. It makes it easier for a former employee to reach out to their previous employer and vice versa.

A contingent worker — meaning a freelancer, independent contractor, consultant, etc. Having a policy in place will help you build a structured process for hiring boomerang employees. If, however, an employee left on bad terms, because of their unprofessional behavior or a dispute with their manager or colleagues, or if they were poor performers, you may want to prevent them from coming back.

One thing your rehire policy should definitely cover is interviewing former employees. The added challenge of bringing in a completely new face might be well worth it if that person is a better long-term hire for the organization. Organizations can change dramatically in a concise period of time. That would negate many of the benefits of rehiring an employee, so you should always consider just how much things have changed when considering bringing someone back into the fold.

If you choose to rehire a former employee, clearly communicate your reasons for doing so to your existing team. If the person originally left for a specific reason, be sure that the situation has been addressed to avoid losing them a second time around. And finally, be sure to follow up regularly with the returning employee to be sure they are adjusting well.

Chat Now. A Boost in Morale and Engagement If employees see their employer is actively working to bring back talented people, it can positively affect morale and engagement , especially if the rehire was well-liked and respected.