Boomerang Employee

Definition of Boomerang Employees

The term “Boomerang Employees” in the dynamic world of modern workplaces denotes people who quit a company and later decide to return to that same firm after some years. This is the reflection of a change in the perception towards employment, where professionals usually write several chapters in one company.

What does Boomerang mean?

Boomerang is a term that was derived from how boomerangs fly back to their thrower, coming off trajectory and flying its curved path until they come full circle. On the professional front, Boomerang Employees return to their former employers after acquiring more skills or experience from somewhere else.

Understanding Boomerang Costs

When considering the rehiring of former employees, it’s essential to comprehend the concept of boomerang costs: However, when one is not conversant with a foreign language, then language becomes a barrier.

• Recruitment Savings: Recruitment costs can also be minimized by re-hiring the former employees since they are already familiar with the company’s operations and culture.
• Onboarding Efficiency: Boomerang employees often need minimal training and can achieve full productivity faster.
• Value of Updated Skills: Even the employees who decide to come back to the company can come with some new skills and knowledge they gained during all that time.

However, it’s also important to consider potential costs like changes in salary expectations or the dynamics of reintegrating into the team.

What Does ‘Boomerang’ Mean in the Workplace?

Creating a Boomerang Hiring Strategy

Developing a boomerang hiring strategy can enhance your talent acquisition plan. Actions to consider include:

1. Maintaining Relationships: Keep in touch with top performers after they leave, signalling that they’re valued and would be welcome to return.
2. Alumni Networks: Create a network for former employees to stay connected to the company and one another through social media or company-hosted events.
3. Exit and Return Interviews: Conduct thorough exit interviews to leave the door open for a future return, and on re-entry, investigate the new skills and experiences the boomerang employee can bring.
4. Clear Policies: Define policies regarding the rehiring of former employees, including seniority, compensation, and benefits.

Rehiring Former Employees: Best Practices

Here are some best practices for rehiring former employees:

• Objective Assessment: Evaluate boomerang candidates as you would any new applicant, considering their entire career trajectory and not just their previous stint at your company.
• Welcoming Environment: Ensure current employees understand the value of returning staff and foster a culture that avoids resentment.
• Capitalizing on Institutional Knowledge: Leverage the boomerang’s understanding of your organization to speed up onboarding and reintroduction to workflows.

Implementing these practices can make rehiring former employees a smoother and more beneficial process for all involved.

Evaluating the Potential of Boomerang Employees

When evaluating potential boomerang employees, HR professionals should consider several factors:

1. Performance Track Record: Review the former employee’s performance history to ensure they were a valuable contributor.
2. Reasons for Departure: Analyze the circumstances surrounding their initial departure to gauge if the reasons they left have been addressed.
3. New Experiences and Skills: Assess the professional development and additional skills acquired while they were away, which could enrich their role upon return.
4. Cultural Fit: Consider how the employee’s return might impact team dynamics and whether they still align with the company culture.

By conducting a holistic evaluation, companies can make informed decisions on whether rehiring a former employee will be mutually beneficial.

Boomerang Hiring Strategy: Inclusiveness and Forward Planning

A successful boomerang hiring strategy should include:

• Inclusive Cultures: Create an organizational culture that perceives breaks and career moves positively, allowing employees to develop and, potentially, come back with a wider range of experiences.
• Succession Planning: Look at former high-fliers as possible alternatives for succession planning to develop a more robust leadership pipeline.
• Ongoing Communication: Maintain open lines of communication with former employees, and conduct regular check-ins and updates on company progress to keep them engaged and connected with the organization.

Through the focus on inclusiveness and the ability to plan forward, organizations can make better use of boomerang employees as a key element of their overall HR strategies in the long run.

Mitigating Challenges in Rehiring Former Employees

Although there are numerous advantages of rehiring, there are also some difficulties, which may include adjusting to changes that occurred during the employee’s absence or resolving issues between the company and the employee from his or her previous work at the firm. To mitigate these challenges:

• Clear Expectations: Define the nature of the position, the responsibilities and any change in the company procedure due to their departure.
• Structured Reintegration: Introduce a formal orientation procedure to familiarise the boomerang employees with the organisation even if they are already familiar with the company.
• Feedback Mechanisms: Hold regular feedback meetings to eliminate initial concerns and ensure smooth reintegration into the company.

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