With predictions about competition for top talent heating up in 2014, you can expect to see increased attention on rehiring former employees. This shouldn’t come as a surprise considering that boomerang rehires are among an organization’s highest quality hires.
If you plan to include a boomerang strategy as a part of your recruitment efforts, you need to be prepared for some resistance. Many people think of those who left the company as traitors, but the reality is that it’s uncommon for employees to stay with one organization throughout their career these days. Instead, you need to change people’s mindsets by offering all of the potential benefits as reasons why this approach should be considered. This shouldn’t come as a surprise considering that boomerang rehires are among an organization’s highest quality hires.
Reasons why you should consider hiring boomerangs:
- Searching for and assessing past employees is much faster than starting a search from scratch.
- You know what you are getting because you have worked with them before.
- They will start producing faster because they know company culture and processes, as well as the business.
- They are more likely to stay because they have been exposed to other opportunities and still chose to return to your company.
- They can provide you with valuable information about competitors and offer new ideas.
After seeing all of the great benefits associated with rehiring former employees you are probably ready to get started, but you need to keep in mind that you don’t want to just go after every former employee. You should be targeting your top performers who voluntarily left, were in key positions and have exceptional skills and contacts. This may include retirees open to returning to the workforce, candidates that you extended an offer to but who did not take the position, contractors or consultants who produced outstanding work, or even past interns who impressed your organization.
In order to resonate with prospective boomerangs you need to make sure that you have the appropriate target messages ready, such as how the company has advanced since their departure or why now is the ideal time for them to rejoin. The stronger your messaging the more effective you’ll be in compelling prior stars to return. Happy boomeranging!