Boomerang employees: A hidden talent source

Skills gaps, evolving employee expectations, and pay pressure are all making recruitment and retention increasingly competitive. Hiring managers are therefore looking to widen their talent pools to increase their chances of snagging the best workers.

One sometimes overlooked way of doing this is hiring former members of staff who, on their return, become known as ‘boomerang employees’. This strategy has grown in popularity in recent times, with boomerang employees making up more than a quarter of all hires in some markets.

In this article, we take a closer look at the facts surrounding boomerang employees, their pros and cons, and how HR professionals can increase the chances of current staff becoming boomerang employees.

What is a boomerang employee?

A boomerang employee is a worker who has left an organisation for a new role elsewhere only to return, either to the same role or a different one. Employees who boomerang tend to do so fairly soon after leaving, with the majority returning to their old employer within a year.

It’s important  for recruiters to bear in mind that nearly half of employees in the UK are considering returning to a past role, with research suggesting that two-thirds of those who regret leaving a job found their new role wasn’t what they hoped it would be.

Why do employees boomerang?

There are many reasons why people become boomerang employees. However, before delving into them, it’s first worth looking at the reasons why some employees leave their roles in the first place. This can include, but is not limited to:

• Pursuing a career advancement that isn’t available at their current organisation
• Pursuing a career change
• A significant life change, such as a relocation

If someone leaves a job for one of the above reasons, they may not have been unhappy with their previous employment. Instead, they may have just wanted to move their life or career on to the next stage.

These employees may end up looking for a return to their previous employer because:

• They were dissatisfied with the culture at their new employer
• Their new role isn’t living up to their expectations
• They discovered there was a lack of career advancement opportunities with their current employer
• The work-life balance at the new place isn’t working for them
• They acquired new skills or experiences that they want to bring back to use with their old employer

The pros and cons of boomerang employees

As you might expect, while there are many positives to bringing back a former worker, employers also need to be aware of the potential pitfalls of leveraging boomerang employees.

The pros of boomerang employees

Employers are often open to rehiring old employees due to the numerous advantages they can harness as a result. The most consequential of these are:

• Less time-consuming screening due to familiarity with a former employee
• Simplified onboarding processes and reduced training requirements
• High likelihood that returning employees will be a good fit for the company culture
• The acquisition of knowledge, skills and experience
• A clear message to the entire workforce that the organisation is open to employees returning in future
• High chance of improving quality of hire

The cons of boomerang employees

Despite the numerous benefits that come with rehiring former employees, there are still several drawbacks that employers need to consider. These include:

• If an employee left the company on a bad note, whether with their colleagues, managers, or the organisation itself, this could cause drama in the future
• Having a familiar face back in the organisation can be tempting, but employers risk overlooking stronger outside candidates for the position
• Some returning employees may find it difficult to get used to working under a new line manager or working with new policies or processes that have been put in place

Interview questions for boomerang employees

So, a former employee has gotten in touch or applied for an open position. Now’s the time to think of some questions for the interview that probe into why they want to come back. Here are some ideas.

Why did you previously leave the organisation?

This gives them the chance to explain, perhaps again, why they left their previous role. You may be able to determine whether they left on good terms from how they answer this.

Pay close attention to their tone and body language as well as their words. Are they diplomatic and professional, or do they seem bitter or resentful? Their answers can give you insight into their character and how they handle workplace challenges.

What have you been doing since you left?

This tells you about their career trajectory since they left and whether they are coming back rearmed with new skills that could be applied to their work at your organisation. It’s also a chance to see if they’ve gained experience in areas that could benefit your company in new ways.

Have they worked in different industries or taken on leadership roles? This information can help you understand how they might fit into your current team structure if they return to work.

Why do you want to leave your current employer?

Their answers can help you to understand their motivation for wanting to return, as well as whether anything has gone wrong at their new job.

Ideally, they should focus on positive reasons for wanting to return, such as missing the company culture or seeing exciting opportunities for growth.

How have you improved your skill set and experience since you left the company?

You can really delve into how they have progressed and worked on their skills since leaving, giving them the opportunity to show you how they would be returning stronger than ever.

Why do you want to come back?

It’s possible the former employee doesn’t have the right motivation for seeking a return, and this question will help you to understand their reasons for wanting to come back.

What would make you want to leave again?

Dig into the reasons why the employee might leave again and determine if there are unresolved issues that could result in a swift departure if they are rehired.

Promoting a successful boomerang effect

As we’ve already highlighted, employers that effectively leverage returning workers can benefit in numerous ways. However, in order to attract applications from former members of their workforce, employers need to foster an environment that makes employees want to return.

Let’s look at some of the strategies you can deploy to increase your organisation’s chances of harnessing the potential of boomerang employees.

1. Provide a great employee experience

If your current employees have a fulfilling time working with you, it’s much more likely they will want to return in the future if they ever leave for a role elsewhere. As a result, employers looking to encourage more boomerang employees should try to create a positive workplace experience and culture, ensuring employees are supported, challenged, and listened to.

This can be achieved with:

• A comprehensive employee benefits package
• Enticing employee rewards
• Learning and development programs

2. Ensure a positive exit interview experience

Organisations that show gratitude to workers who hand in their notice, for whatever reason, can ensure no bridges are burnt during the employee’s departure.

Central to any positive off-boarding experience is the exit interview process. As well as allowing employers to obtain meaningful feedback that can be used to enhance future workforce management, exit interviews can help to ensure the relationship ends on a positive note and the door is left open for the employee to return in future.

Providing leavers with prompt and professionally written reference letters upon request can also make employees more likely to return. That’s because doing so highlights an employer’s gratitude for their former employees’ efforts and demonstrates their commitment to professionalism in all areas.

3. Build an alumni group

Cultivating an alumni network of former employees can create a sense of community, fostering ongoing engagement that leaves the door open for their return to work to the organisation at a later date.

With employees’ consent, organisations can establish alumni groups through various channels, such as social media platforms or newsletters. These platforms can maintain relationships and keep members up to date with any relevant changes within the organisation.

Through these alumni networks, former employees can maintain a strong connection and an open line of communication with their former employer, making the prospect of returning later in their career more feasible and enticing.

Expanding talent pools with boomerang employees

By embracing the concept of boomerang employees, employers can effectively address skill shortages and establish a mutually beneficial scenario for both themselves and their former employees.

To leverage this potential, organisations should foster a workplace that former employees want to return to, while leaving the door open to their return. This can be achieved by providing a positive employee experience, constructive off-boarding and nurturing networks that keep former employees engaged.