Employee turnover is an inevitable part of running a business. But what happens when those who leave end up knocking on your door again? Increasingly, businesses are encountering a growing trend within the job market: boomerang employees—former employees who return to work for a previous employer.
What’s driving this phenomenon? From the talent shortages spurred by The Great Resignation to a recalibration of priorities on both sides of the employment equation, boomerang hires are becoming more commonplace. This begs the question: should you rehire former employees?
To help you make an informed decision, we’ll explore why boomerang employees are making a comeback, the benefits and risks of rehiring them, and share practical strategies for this emerging talent acquisition trend.
Employees might decide to return to a former workplace because they appreciated the company culture, had strong relationships with coworkers, or now recognize better growth opportunities that align with their career goals. Sometimes, time away offers perspective, helping them see the value in benefits, stability, or leadership they may have previously overlooked.
The rise of boomerang employees reflects broader changes in the workforce. Here’s what’s fueling the trend:
Gone are the days of spending decades with a single company. Employees today explore diverse opportunities and industries, gaining new experiences along the way. Many are open to returning to companies where they felt valued, especially if the role aligns better with their evolved skills and goals.
Modern workplaces are placing a greater emphasis on fostering strong relationships and cultivating positive alumni networks. When the parting of ways is amicable, it leaves the door open for a potential return in the future.
For years, rehiring past employees was seen as taboo—it implied that the employee or employer had "misjudged" the working relationship initially. Today, businesses increasingly recognize the benefits of welcoming back talented individuals familiar with their structures and culture.
Recruiting top talent is costly and time-consuming. Rehiring familiar faces who can seamlessly integrate into the team is an efficient way to fill critical vacancies without sacrificing quality.
Boomerang employees often come equipped with several distinct advantages. Some key benefits include:
Returning employees already know your company's expectations, workflows, and processes. This familiarity translates into faster onboarding times and easier learning, allowing them to start contributing sooner.
One of the biggest unknowns when hiring new talent is whether they will fit in with your company culture. Boomerang employees, on the other hand, already understand and align with your workplace environment, helping them integrate with minimal disruption.
Hiring a former employee gives you the benefit of hindsight. You’ve seen their work ethic and know how they performed in their previous role. This reduces the risks associated with hiring someone entirely new.
Considering the high costs of recruiting, onboarding, and training new hires, rehiring former employees can save money while ensuring you get someone who is already proven and reliable.
While rehiring comes with advantages, it also has its risks. Here's what you should consider:
Why did the employee leave in the first place? If their departure was due to unresolved conflict, burnout, or dissatisfaction with leadership, it’s essential for the company to assess whether those issues have been resolved. This can involve reviewing exit interview notes, discussing concerns with leadership, or analyzing workplace policies and culture. Addressing these factors is crucial to prevent repeated issues, foster a healthier work environment, and ensure the returning employee feels supported and motivated moving forward.
Has your company grown or undergone structural changes since the employee left? If so, they may find it harder to adapt than anticipated. It’s important to assess whether their skills and experience align with the company’s current needs and culture. Consider how their expertise fits into your new structure, and evaluate their ability to learn and contribute in a changed environment. Taking the time to reflect on these factors ensures a smoother reintegration and long-term success.
Rehiring a former employee can sometimes create tension among current staff, especially if others feel overlooked for promotions or if standard internal hiring processes were bypassed. This can lead to resentment, impacting morale and team dynamics. It’s important to carefully evaluate the decision by considering how the rehire aligns with current team goals and whether their return will bring clear value. Transparent communication and fairness are key to maintaining trust and avoiding potential conflicts.
While the familiarity of a returning employee can be reassuring, as they already understand the company culture and processes, it may come at the cost of missing out on fresh perspectives and innovative approaches to the role. Bringing in someone new can introduce creative ideas and challenge established ways of working, which is essential for growth. When evaluating whether to rehire, consider the candidate's adaptability, past performance, and how their skills align with current business needs.
If you're considering rehiring a former employee, here’s how to make the most informed decision:
Take a close look at the insights from their exit interview and past performance reviews. Was their tenure a positive one? Did their departure stem from factors you’ve since addressed?
Even though they’re a known entity, go through the standard interview process to assess whether they’re still the right fit. This ensures there's no bias or shortcuts in the rehiring decision.
Find out what they’ve been up to since leaving. Have they gained additional skills, certifications, or professional insights that will make them even more valuable this time around?
Make sure both parties have a shared understanding of the role, responsibilities, and opportunities for growth. Aligning expectations upfront can help avoid misunderstandings later.
A returning employee shouldn’t be penalized for coming back. Ensure their compensation is competitive and reflective of their new experience and the current job market.
To fully leverage the potential of boomerang employees, it’s worthwhile to create a proactive rehiring framework. Here’s how:
When employees leave, ensure their exit is respectful and constructive. Conduct thoughtful exit interviews, offer guidance, and maintain good rapport.
Stay connected to former employees through dedicated alumni newsletters, events, or even social media groups. Keeping the relationship alive makes it easier to reach out when opportunities arise.
Create transparent HR policies for rehiring, including guidelines for eligibility, process stages, and assessment criteria. This ensures rehiring decisions are consistent and equitable.
Monitor and measure the success of your boomerang hires. This will help refine your HR rehiring policy and demonstrate the tangible value of welcoming former employees back.
Rehiring former employees isn’t just a passing trend—it’s a strategic talent acquisition strategy when approached correctly. Boomerang employees bring a unique combination of familiarity and fresh perspective to the workplace, bridging gaps efficiently while strengthening company culture.
By carefully weighing the pros and cons, considering your team dynamics, and implementing a clear rehiring framework, you can ensure that returning employees become a valuable asset to your business.
When the opportunity arises to welcome a former star employee back, will your strategy rise to the occasion? Start planning your rehiring process today for a more agile and efficient workforce.