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Why boomerangs are worth recruiting

Best Practices

Boomerangs have a unique position in the workplace. They are the rehired employees who come back to the office and start fresh again in the same company. Being a boomerang used to be stigmatized before. Now, employers are more willing to accept former workers since they do not expect candidates to become lifetime employees anyway.

The employee tenure has become shorter over the years and in one study, the average tenure was 4.1 years in January 2020. People are just more willing to transfer to other companies with better opportunities, instead of proving their loyalty. Also, technology has made it easier for enterprises to stay in touch with former alumni. It is almost impossible to cut off connections completely.

If you have been thinking or recruiting former employees, these are reasons why they may be worth considering.

They already fit in

The risk that comes with hiring fresh talent is not knowing whether or not they would be a good cultural fit for your company. With boomerangs, that risk is removed entirely. Employers already know their past work ethic, and they usually perform at the same level they did before leaving.

Do well for short-term roles

Sometimes, your company desperately needs an expert for a role that is short-term yet and requires heavy coordination or organization. This is where boomerangs shine.

In one study, boomerangs initially outperform new hires in jobs where

  1. there is high relational demand (e.g. HR specialists)
  2. admininstrative coordination (e.g. project managers)

They most likely excel in these managing roles, as they are already farmiliar with the ins and outs of the organization. This form of knowledge is especially important when it comes to communicating and leading new employees, as they tend to be more lost than the rest of the group.

They provide new perspectives

Rehiring former employees can provide your company new perspectives in different aspects of your organization since they had time to reflect on their past experience.

Particularly, these are areas of the organization where they offer new perscpectives:

  1. The reasons why employees leave
  2. knowledge and skills
  3. organizational practices and culture