Boomerang employees: A hidden talent source
In a competitive job market, employers are increasingly turning to "boomerang employees" - former employers who return to an organisation after a period working elsewhere. Learn about the benefits of boomerang employees, the reasons why they return and how to leverage them within your organisation.
Skills shortages, evolving employee expectations, and pay pressure are all making recruitment and retention increasingly competitive for employers. Hiring managers are therefore looking to widen their talent pools to increase their chances of snagging the best workers. There’s one sometimes overlooked way of doing this – hiring former employees.
So-called boomerang employees are simply employees who leave an organisation only to return at a later date. This recruitment 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, the pros and cons of hiring former workers and how you can ensure your current staff will want to return one day should they leave.
What is a boomerang employee?
These are workers who have 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.
What’s especially important to bear in mind for recruiters is 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 a number of reasons why people become boomerang employees. Firstly, it’s worth looking at the reasons why some employees leave their roles:
- To pursue a career advancement that isn’t available at their current organisation
- To pursue 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 employer and might therefore be open to returning under the right circumstances.
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. Here’s a look at the pros and cons.
The pros of boomerang employees
So many employers are 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 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
The cons of boomerang employees
Despite the numerous benefits that come with rehiring former employees, there are still several drawbacks that employers need to take into account. These include:
- If an employee left 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.
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.
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.
How have you improved your skill set and experience since you left?
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 off-boarding 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 a network of former employees can create a sense of community, fostering ongoing engagement that leaves the door open for their return 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 them themselves and their former employees.
To leverage this potential, organisations should foster a workplace that former employees want to return to. This can be achieved by providing a positive employee experience, constructive off-boarding and nurturing networks that keep former employees engaged.