What are Boomerang Employees?
In short, employees that have returned to a business they previously worked at, at some point in their career.
What should HR consider when rehiring employees or 'boomerang employees'?
There is a plethora of reasons why someone leaves employment, particularly post-pandemic as salary hikes alone aren’t quite cutting it anymore. More professionals are looking for positive workplace cultures, flexibility, and work that has meaningful impact. Businesses should question whether they’ve really changed and what made them leave in the first place or expect a history repeat. Above all, relationships prove paramount - were they considered a ‘good’ leaver, or was the bridge burned?
What are the benefits of hiring 'boomerang' staff? What are the drawbacks?
Boomerang hires eliminate many of the technicalities that new hires do. They can hit the ground running with company processes, systems, and client relations because they know the business and they know the people. Replacing an employee can cost businesses up to 200% of the leaver’s salary to replace, so hiring an ex-employee can be far more time and cost effective.
Internal relations can be improved as returners shine a positive light on the business by demonstrating that, perhaps, the grass isn’t always greener - and their employer doesn’t hold grudges either. Take heed, though. Boomerang hires might cause friction among staff who suspect lack of loyalty and increased compensation, risking more leavers.
HR and business leaders should read the room. In the era of the Great Retention, your current staff are your best asset and should be prioritised as such.