(Editor’s Note: Today’s post is brought to you by our friends at SilkRoad, a global leader in cloud-based talent management solutions. They have just released their 2015 HR Technology Report, which reviews HR Technology advancement, adoption trends, integration and data effectiveness. You can download a copy here. Enjoy the post!)
One of the most obvious sources for talent are boomerang employees. These are individuals who used to work for the organization and come back. In some places, they might be called rehires.
Unfortunately, companies don’t tap into this resource nearly enough. Over the years, I’ve worked for companies that placed a great emphasis on rehired or boomerang employees. We even dedicated time and resources to having a strategy that would encourage boomerangs. There are several reasons why:
The company knows them. Boomerang employees have a history of proven skills with the organization. Their strengths are known. Their accomplishments are recorded on performance appraisals. Their personality and demeanor are remembered by co-workers and management.
They might have increased skills and experience. Consider this: While that former employee hasn’t been working for you, they’ve been gaining knowledge and experience that they could never get with your organization. They bring a new perspective. That has value.
They know the company. Every organization has their unique quirks and flaws. Guess what? Chances are this former employee knows them. And if they’re talking with you about coming back, chances are they can live with them.
One other thing to remember. Former employees know other potential candidates (and customers!) Even if a former employee isn’t ready or willing to discuss coming back, that doesn’t mean they can’t be a raving fan of your company. It doesn’t mean they can’t share your job openings with friends who would be a good fit. Or refer potential customers about the company’s product or service.
So how do you create an environment that encourages rehires, boomerang employees and referrals? Here are three strategies to consider:
#1 – Treat exiting employees with respect. I know it sounds obvious but when employees resign, wish them well. Even if you and the employee don’t exactly get along. Even when they resign at the worst possible time. Take the high road, even if the employee mentions a few complaints in their exit interview.
Boomerang employees don’t have to return to the same job with the same boss. They don’t have to return to the same status (i.e. a full-time employee might come back part-time.) It’s possible the employee would be a perfect fit in another department. It’s also possible the employee has learned how good they had it when they were working with you.
#2 – Have a defined off boarding process. Part of giving employees respect is providing a consistent off boarding process. Make sure the employee gets information about COBRA, final paychecks, etc. Encourage them to participate in an exit interview. Maybe create an alumni network for former employees to get information.
Off boarding is the last impression the employee has of the company. It’s an opportunity. Do you want it to be efficient, effective and thoughtful OR inconsistent, disorganized and incomplete?
#3 – Allow former employees to stay in touch. Just because an employee doesn’t work for the organization anymore, that doesn’t mean you can’t talk with them. I know, this sounds like another obvious remark but I know employers that view former employees as being “against” them.
Depending upon the situation, former employees might be willing to do some freelance work for the company. It’s a great way for them to stay in touch. It’s also possible you will run into them during professional association or industry events. And of course, you can connect with them on social media.
Former employees can be great future employees. Organizations need to include them in their recruiting strategy. And in their recruiting technology strategy. This doesn’t have to be a burdensome activity. Use your onboarding solution to boomerang those employees back to your organization.
If you want to learn more about the advantages an onboarding solution can bring to your business, check out SilkRoad’s Onboarding Buyers Kit. It contains everything you need to know when considering an onboarding software purchase.
1
John McCoy says
Sometime a leap to a new job just doesn’t work out. Maybe the higher pay isn’t worth the added stress and longer hours. Maybe the boss that seemed so promising turned out to be an ogre. Maybe the exciting new startup flamed out.
Regardless of the reason, staying in touch keeps you in mind, and it certainly doesn’t hurt to reach out periodically.
Keith Survillas says
At the same time, why do employees leave your company? If you’re baking a cake for each exit (jk), something is up with your place. If they are leaving under negative circumstances or abruptly quitting, those really aren’t folks you’d like back. So its seems to me the focus should be on hiring, get to the issue first. Then work on keeping them. if they leave, of course treat them with respect and kindness, but there’s a reason the rear-view mirror is very small and the front window is huge. IMHO
John McCoy says
Keith, you are absolutely right. I once had a director complain that he couldn’t find employees who could think. He couldn’t recognize that the culture he created beat the creativity out of new employees in a matter of months.
Sharlyn Lauby says
Thanks so much for the comments!
I totally agree that the conversation about boomerang employees doesn’t absolve us of making good hires and trying to retain talent. But sometimes we have no control over an employee’s decision to leave.
And sometimes the grass isn’t as green as originally thought.
Yes, we should treat employees with respect as they are exiting the company (regardless of the circumstances.) But letting employees know the door is open for them to return is taking the conversation one step further.