Boomerang employees: When former employees come back (or want to)

Goodbyes are part of working life. But what happens when someone comes back? A look at the phenomenon of boomerang employees.

Even if you have an authentic and strong employer brand, employees will occasionally leave your company. That's okay. People evolve, their life situations change, or they simply want to explore new paths. Sometimes, however, employees want to come back. In the best case scenario, they return with new experiences, fresh perspectives, and a deeper understanding of your company’s culture. The HR community has its own term for this: “boomerang employees” – returnees who rejoin the team after a period away. But is rehiring former employees even a good idea?

In this article, we will examine:

• why employees leave your company;

• why they come back;

• the opportunities and risks of rehiring boomerang employees;

• what questions you should discuss when talking to potential boomerang employees.

(H2) Why do employees leave your company?

Every resignation is unique and happens for its own reasons. Nevertheless, there are patterns that often repeat themselves in similar ways. In our blog post on the topic, we describe the common causes in detail. Here are the most important reasons in a nutshell. Employees usually leave your company because...

• you pay them too little;

• they struggle with work-life balance in your company;

• your management culture and supervisory behavior are not a good fit;

• you do not offer them suitable development opportunities;

• working for you involves too much stress and pressure;

• their life situation has changed;

• they want to develop personally;

• they have received an exciting, challenging new offer.

Whether you share their point of view or not is, of course, another matter.

Why do former employees want to return?

The reasons why former employees want to return are very individual. Perhaps they had a bad experience with their new employer and have come to appreciate their old job. Or maybe your company has changed noticeably and has become attractive again. Perhaps it has undergone a transformation process in the meantime, or an exciting position that was previously filled or did not exist has finally become available?

Re-hiring boomerang employees – the opportunities and risks

Before we get to the most important questions you should clarify with potential boomerang employees, it is worth taking a look at the advantages and disadvantages of re-hiring former employees.

The opportunities

Boomerang employees already know your company – and you know them. This saves both sides a lot of effort when it comes to hiring. You can therefore expect the hiring process and onboarding to be significantly less time-consuming and cost-intensive than usual.

Another clear advantage is that you already know the performance capabilities of former employees quite well. This allows you to deploy them optimally and avoid any surprises.

In addition, rehiring can strengthen your employer brand. You are then no longer just an employer who attracts new employees – you are also so attractive that former employees want to come back.

The risks 

When former employees return, this can also lead to problems.

On the one hand, it is always possible that problems that existed during their last employment at your company will simply resurface again. This can happen if either the employee or you as a company have not changed. For example, if the person previously suffered greatly from the workload, they should have become more resilient in the meantime – or your company should have taken a different approach to work-life balance. Otherwise, previous spirals of overload may simply start all over again.

Further problems arise if a boomerang employee disrupts the group dynamics in your new team. This can happen if they cling too much to their previous job and continue to live out their former role. If new employees (whether justified or not) do not want to recognize this status, this may stir some conflict.

14 questions you should ask potential boomerang employees

To accurately assess the prospects of success for potential boomerang employees in advance, you should seek to talk to them. Below, we provide you with the most important questions you should ask them:

1. What were the reasons you left the company during your last employment with us?

1. How did you perceive our company at the time?

1. How has your career progressed since then? Where have you worked? What tasks have you taken on?

1. What has changed in the meantime that makes you want to rejoin our company?

1. How do you perceive our company today?

1. What do you expect from our company as an employer?

1. What new perspectives and skills have you acquired in the meantime?

1. What would you like to achieve in our company this time? What career are you aiming for?

1. Did you keep in touch with colleagues in the company during your absence?

1. Are there any unresolved conflicts with colleagues from your first period of employment?

1. Where and how do you see yourself in relation to your colleagues – both old and new?

1. What salary are you looking for?

1. If we rehire you, how long do you plan to stay, at a minimum?

1. What reasons would cause you to resign again?

Ask your team

Finally, you should always discuss rehiring former employees with your current team. Check in with them to see if there are any unresolved issues or conflicts and ask them to evaluate the former colleague. What was it like working with him/her? What were his/her strengths and weaknesses? Would you like to work with him/her again? If yes: why? If no: why not?

Boomerang employees are still a rarity on the job market. But if they contact you, you should be prepared. With our list of questions, you can get a clear idea of what to expect and make the best decision for you and your team.

Are you looking for help with employer branding and communication? Our PIO BELOVED team will work with you to find the right solution for your company. Simply contact us for a no-obligation introductory meeting.

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