Who are boomerang employees: Benefits and strategies to approach them while hiring

Imagine a talent so familiar, they effortlessly integrate into your team, hit the ground running, and bring a wealth of institutional knowledge. Meet the boomerang employee: someone who left your company but unexpectedly comes back. What causes this curious career curve? Should you welcome them back with open arms? Can they actually cut your hiring costs?

This blog dives deep into the phenomenon of boomerang employees, unveiling their motivations, exploring their potential benefits and drawbacks, and equipping you with strategies to reap the rewards of this unique hiring pool. Come and learn more with us!

Boomerang employees definition

Boomerang employees refer to individuals who return to work for a previous employer after a period of time away. This can involve former employees rejoining the company either in the same or different roles, either as full-time staff, part-time employees, or on a temporary basis.

The term "boomerang" is used to describe the return of these individuals to their original employers in the workplace, much like a boomerang comes back to the person who threw it.

Boomerang employees are often valued for their familiarity with the culture, processes, and specific job requirements. They may bring a unique perspective gained from their experiences outside the organization, which can contribute positively to the workplace.

Why do some previous employees return?

We all know of the myriad reasons that one may have to quit a particular job. Interestingly, one report from UKG says that while compensation tops the list of why people have changed jobs, fewer than half of job changers received a pay raise at their new position, and many actually took a pay cut when they moved.

Beyond pay and benefits, there is a significant disconnect between managers and employees about other reasons people resign. So why do some workers come back?

Returning employees may come back to a company, becoming boomerang employees, for various reasons. They might come back seeking new challenges, career and growth opportunities, or a better alignment with their evolving skills and interests.

Additionally, a positive prior experience with the company, a strong organizational culture, and positive relationships with colleagues and superiors can influence their decision to return. Old staff may also appreciate the familiarity of the work environment, making it an attractive option when considering their next career move.

Employers may actively cultivate an environment that welcomes ex-employees, recognizing the value of their institutional knowledge and the potential for increased productivity.

Should you hire former employees?

Deciding whether to onboard old workmen depends on various factors and the specific needs of your company and your organization. However, there are several potential benefits to hiring individuals who are returning to work for your company:

Familiarity with the organization:

Were the staff members long-term employees? Boomerang staff already have knowledge of your company's culture, processes, and possibly even specific projects. This familiarity can lead to a shorter onboarding period and quicker adaptation to the work environment.

Reduced training time

Since old staff are already acquainted with the organization, they may require less training compared to new hires. This can result in cost savings and increased productivity.

Positive influence on company culture

Setting up a boomerang hire has a positive influence on company culture. Boomerang staff who enjoyed a positive experience during their previous tenure may contribute positively to the workplace culture of their other employees. They may act as advocates for the organization and promote a sense of loyalty among the workforce.

Diverse perspectives

If hiring a boomerang employee who has gained experiences elsewhere, they can bring fresh perspectives and skills to the organization. This diversity of thought can be beneficial for problem-solving and innovation.

Ease of integration

Previous staff often integrate more smoothly into the team, as they may already have established relationships with colleagues. This can lead to quicker collaboration and a stronger sense of teamwork.

However, it's essential to consider potential challenges as well, such as the reasons the boomerang employee left you initially, any changes in their skills during their absence, and whether the organization's needs align with their current capabilities. Some organizations might consider this specific kind of worker a flight risk.

Ultimately, evaluating each situation on a case-by-case basis and ensuring open communication throughout the rehiring process can help determine if hiring a boomerang employee is the right decision for your company.

Benefits of hiring boomerang employees

The decision to rehire the workers as a new hire can shape a company's success by tapping into the unique advantages that these returning professionals bring to the table.

Cultural continuity

Old personnel contribute to maintaining and reinforcing the existing organizational culture. Their return can serve as a stabilizing force, ensuring continuity and consistency in the workplace environment for long-term personnel.

Accelerated productivity

With their prior knowledge of internal processes, tools, and workflows, boomerang personnel can hit the ground running. This results in faster ramp-up times and increased productivity compared to new hires who need more time to familiarize themselves with the company and work environments.

Improved employee loyalty

Rehiring old workmen has an interesting effect on the overall loyalty within an org. Many employees who choose to return to a former employer often exhibit a higher level of loyalty. Their decision to come back signifies a positive perception of the company, and this employee loyalty often can translate into increased dedication and engagement in their roles.

Built-in advocates

Old staff can serve as natural advocates for the company. Their firsthand experience can make them powerful spokespeople, both internally and externally, contributing to positive employer branding and attracting other top talent.

Expanded networks

Previous personnel bring with them an extended professional network acquired during their time away. Leveraging these connections can be valuable for the company, potentially opening up new business opportunities, partnerships, or avenues for talent acquisition.

Adaptability and growth

Old personnel may have acquired new skills, experiences, or perspectives during their time away. Their return not only reintroduces these enhanced capabilities to other employees in the organization but also demonstrates their adaptability and commitment to personal and professional growth.

Cost-effective talent acquisition

Rehiring old personnel can be a cost-effective talent acquisition strategy. The recruitment process is often streamlined, and the organization can save on advertising, interviewing, and onboarding expenses associated with new hires.

Employee morale boost

Employees returning to their old workplace can positively impact employee morale. It sends a message that the company is a desirable place to work, encouraging current employees and creating a sense of stability and confidence in the workplace.

Knowledge transfer

Boomerang personnel may bring insights and knowledge gained from external experiences. This knowledge transfer can enrich the organization and contribute to continuous improvement in processes and strategies.

Flexible workforce solutions

leveraging old employees provides a flexible workforce solution, allowing the company to quickly adapt to changing needs without the extended timelines often associated with external hiring processes.

Pros and cons of hiring a former employee

As organizations navigate the decision to welcome back former staff, the interplay of institutional knowledge, cost considerations, and team dynamics come out as a pivotal factor shaping the landscape of talent management and boomerang hires. Let’s dive into the pros and cons of hiring a boomerang employee.

Pros of boomerang employees:

• Institutional knowledge: Boomerang personnel possess firsthand knowledge of the organization's history, processes, and internal workings, fostering a quick and efficient integration into their roles.
• Proven track record: Having previously worked for the company, these individuals come with a proven track record, reducing the time consuming uncertainty associated with hiring and increasing the likelihood of a good fit for the role. All managers would love having talented people or their high performer workers back in the office.
• Cost savings: The onboarding interview process is typically shorter for boomerang employees, resulting in cost savings on training and orientation expenses. This financial efficiency can be especially beneficial for resource-conscious organizations.
• Cultural fit: Returning personnel are already familiar with the company's culture, values, and dynamics, ensuring a seamless fit within the team and minimizing the risk of cultural misalignment.
• Boost morale: The return of a familiar face can positively boost employee morale and impact team morale, creating a sense of stability and reinforcing a positive workplace environment, which can be contagious among other personnel.

Cons of boomerang employees:

• Limited fresh perspectives: While old employees bring valuable institutional knowledge, their return may limit the influx of a much-needed new perspective that external hires might bring, potentially hindering innovation.
• Unresolved issues: If an employee left the company due to unresolved issues or conflicts with previous employers, managers or their co workers, their return could reignite or exacerbate these problems, impacting team dynamics and overall workplace harmony. Did they quit for a new organization for higher pay but return for something lower? Did they quit or depart during the Great Resignation, only to return during the period of the Great Regret?
• Risk of complacency: Boomerang workers might be prone to complacency, assuming that their prior success guarantees ongoing job security. This mindset can hinder workers' motivation and hinder their willingness to adapt to new jobs and challenges.
• Dependency on past skills: The skills and knowledge a boomerang employee possessed during their previous tenure at companies might be outdated or less relevant, particularly in rapidly evolving industries. This could impact their effectiveness in their current, new role.
• Impact on team dynamics: The return of former workers may disrupt established team dynamics, especially if team members have adapted to the absence and developed new ways of working under or with their managers. Adjusting to the returnee's presence may require effort from both sides.

Evaluating these pros and cons can guide many organizations in making informed decisions about rehiring old employees, considering the unique dynamics and needs of the company.

Top 5 strategies for successful talent reacquisition

Embarking on the journey of talent reacquisition, these strategies serve as essential tools. By staying connected with a former employee, learning from their experiences, keeping a talent pool ready, offering structured return programs, and building a positive org image, organizations can effectively bring back valuable talent.

• Proactive alumni engagement: Cultivate strong relationships with previous personnel through alumni networks, social media, and targeted communication. Keeping the lines of communication open ensures a positive connection, making it more likely for them to consider returning when opportunities arise.
• Exit interviews and feedback utilization: Leverage insights from exit interviews to understand the reasons behind departures. Use this feedback to address issues, enhance the experience, and create a workplace environment that is appealing to those considering a return.
• Continuous talent pipeline management: Maintain an active talent pipeline that includes qualified previous personnel. Regularly update their profiles, skills, and career progressions, allowing your organization to identify and reach out to potential boomerang candidates when suitable positions become available.
• Tailored return programs: Develop structured return-to-work programs that ease the transition for old personnel. This may include mentorship initiatives, training sessions, or flexible onboarding processes tailored to their specific needs, ensuring a smooth reintegration into the workforce.
• Employer branding and reputation management: Cultivate a positive employer brand and reputation in the industry. A strong organizational image increases the likelihood of previous personnel returning or desiring to return. Highlight achievements, employee success stories, and a vibrant culture to attract and retain top talent, including those who have left in the past.

How do you handle a boomerang employee?

Handling a boomerang worker involves a thoughtful and strategic approach to ensure a smooth transition and successful reintegration into the workplace. Here are the 10 key steps:

1. Welcome back warmly: Greet the returning employee with a warm welcome. Express enthusiasm about their return and acknowledge their value to the team.
2. Orientation and updates: Provide an orientation to highlight any changes in processes, policies, or team dynamics that occurred during their absence. Share updates on recent projects and company developments.
3. Open communication: Encourage open communication. Discuss their expectations, any changes they've experienced, and address any concerns they may have. This helps in aligning expectations and fostering a positive working relationship.
4. Recognize growth: Acknowledge any new skills, experiences, or perspectives the employee gained during their time away. Recognize and leverage the growth they bring to contribute to the team's success.
5. Connect with the team: Facilitate interactions between the returning and exiting employees, new employees, and the current team. Encourage team members to share insights and collaborate to create a cohesive working environment.
6. Feedback sessions: Conduct feedback sessions regularly to gauge the employee's experience and address any challenges they might be facing. This ongoing dialogue helps in making adjustments and ensuring a positive work atmosphere.
7. Professional development: Discuss opportunities for professional development and growth within the organization. Outline potential career paths and encourage the employee to share their aspirations.
8. Employee well-being: Consider the well-being of the returning employee. Understand any potential adjustments they might need to reacclimate to the work environment and provide necessary support.
9. Performance assessment: Conduct fair and objective performance assessments. Evaluate the employee based on their current contributions and potential, acknowledging their past performance and present value to the organization.
10. Celebrate their return: Celebrate the return of the boomerang employee with the team. This could be a small gathering, a welcome-back event, or a simple acknowledgment to reinforce a positive atmosphere.

By approaching the return of an employee with careful planning, clear communication, and a focus on integration, organizations can maximize the benefits of rehiring and foster a positive and productive work environment.

Importance of mapping boomerang employee lifecycle

Mapping the employee returns' and lifecycle is crucial for organizations as it provides a strategic framework to understand, manage, and optimize the entire journey of personnel who return to the company. Starting from when they arrive and when the employee leaves, here are key reasons highlighting its importance:

• Strategic talent management: Organizations can strategically manage their talent pool by mapping the boomerang employee lifecycle. This involves tracking the entire journey, from departure to rehiring, to identify patterns, trends, and keeping an eye out for when the opportunity presents itself, for improvement in talent acquisition and retention strategies.
• Enhanced employee experience: Understanding the lifecycle helps in tailoring the experience. Organizations can identify touchpoints where boomerang personnelmay face challenges or where improvements can be made, ensuring a positive experience throughout their career with the company.
• Effective alumni engagement: Mapping the boomerang employee lifecycle enables organizations to engage effectively with their alumni network. By staying connected and maintaining relationships with previous employees, companies can create a talent pool that is more likely to return, bringing valuable knowledge and skills back into the organization.
• Optimized recruitment processes: A well-mapped boomerang employee lifecycle facilitates the optimization of recruitment processes. Insights gained from past experiences can be used to refine hiring strategies, making the reacquisition process more efficient and increasing the likelihood of attracting top talent.
• Continuous improvement: The lifecycle map serves as a tool for continuous improvement. Organizations can analyze feedback from old personnel at different stages, identifying areas for enhancement in onboarding, training, career development, and overall workplace satisfaction.
• Cultural alignment: Understanding the boomerang employee lifecycle aids in maintaining cultural alignment. Organizations can adapt their strategies to ensure that returning personnel find a workplace environment that aligns with their values, contributing to a cohesive and positive culture.
• Succession planning: Tracking the life cycle helps in succession planning. Organizations can identify potential future leaders among old employees and provide them with the necessary support and development opportunities, ensuring a robust leadership pipeline.
• Brand advocacy: Boomerang employees who have a positive lifecycle experience become natural brand advocates. They can positively influence the company's reputation, attracting both former and new employees who value the organization's commitment to a supportive and fulfilling work environment.

Mapping the boomerang employee lifecycle is a strategic imperative for organizations aiming to optimize talent management, improve employee experiences, and foster a workplace culture that encourages the return of valuable contributors.

Conclusion

Understanding, embracing, and strategically managing the lifecycle of a full boomerang employee rehiring is paramount for organizational success. From the benefits of cultural continuity and accelerated productivity to the nuanced considerations of pros and cons, this journey offers employers and HR professionals a comprehensive guide to navigating the unique landscape of talent acquisition.

The rehiring of these personnel but just be the win win situation you're looking for. So keep an eye out for the next opportunity, even if it involves bringing a previously freelance writer back into the company in a similar capacity.

Ready to harness the power of old personnel and transform your talent management strategy? Explore Culture Monkey's dynamic solutions to optimize your workforce and make the most of the valuable talent pool.