Assunzioni boomerang: Costruisca un fantastico piano di offboarding e (re)onboarding in soli 3 semplici passi [+ kit di intervista GRATUITO].

Employees can leave their jobs for a variety of reasons, whether it’s due to a lack of work flexibility in their current company or for career advancement.

And while 87% of hiring managers are likely to rehire these employees, only 30% of them would return.

These 30% are boomerang employees .

Our goal, through this guide, is to help you increase this number by improving your offboarding and (re)onboarding plan.

Let’s get started!

Who are boomerang employees and why do they come back?

Boomerang employees are those who return to work for the same company they initially left.

While the term “boomerang” is typically used for those who have been away for more than a month or two and then returned, there is no clear definition of how long someone must be away to be considered a boomerang employee.

💡Fun Fact : In 2021, 4.5% of new hires on LinkedIn were boomerang employees, and in 2024, that trend shows no signs of slowing down.

Over the past 40 years, the average tenure of an employee at a company has remained unchanged at around five years .

This means that if a person works for 40-50 years of his life, he has enough time to work for a company, leave for better opportunities and still be able to return to his previous employer.

But why do employees leave their jobs?

In April 2022, McKinsey & Company surveyed more than 13,000 employees across multiple countries to identify the top issues that drive people to leave their companies.

Here is the result:

Today’s employees seek the flexibility to pursue different job options without burning bridges with their previous employers.

A 2022 UKG survey found that 62% of people who left their jobs during the pandemic, or more than 15 million people, said the job they left was better than their current one.

Some (41%) admit to leaving their job in a hurry, while others ask, “Why not, if it’s available?” The reason could be anything (sometimes more than one!).

Reasons why ex-employees return:

• Their former employer may have offered them a better job opportunity, such as a promotion or a higher salary.
• They may miss the company culture and the relationships they have built with colleagues.
• They may return for personal reasons, such as a relocation or family obligations.
• After leaving the company, they may have acquired new skills, experiences, or training and feel they can bring greater value to their previous employer.
• Sometimes, employees leave because of specific circumstances, such as a particular manager, policies, or pay scales. If these conditions change (for example, a problematic manager leaves or a new benefits package is introduced), they may be more likely to return.
• External conditions, such as economic downturns or changes in the labor market, can also influence a boomerang employee’s decision to return, especially if he or she feels his or her previous company offers greater stability.

Furthermore, according to a UKG survey, almost half of the 47 million people who have left their jobs in the last two years believe they have become worse off in their new job.

In fact, nearly one in five employees who quit during the Covid-19 pandemic have already returned to their previous positions. For those who haven’t yet, 41% would consider it if it were an option.

Why and why not hire boomerang employees?

Boomerang hiring refers to the methods recruiters use to recognize and retarget former employees who have performed well – to generate a significant ROI when they hire again.

While hiring boomerang employees is a personal choice for company leadership and HR, here are some pros and cons to keep in mind:

The pros of boomerang hiring:

1. Since boomerang employees are those he has already worked with, he can skip the long and expensive evaluation processes and save a lot on hiring costs. hiring costs .
2. When you hire a boomerang employee, you not only bring new skills and experience to the table, but also information about your competitors. You can use this knowledge to gain an edge in the marketplace.
3. You and your former co-worker already know each other’s advantages and disadvantages, so you don’t have to waste time teaching him everything all over again. You can get straight to the job.
4. Employees only come back if they trust her, which means she can expect 2x more loyalty from her boomerang employees this time.
5. Employee qualifications, criminal backgrounds, security checks, etc. have already been assessed during the first hire. Now you can simply speed up all the steps without compromising the quality of hires.
6. Boomerang employees fit better into existing company workflows and team discussions than completely new hires.

Against boomerang hiring:

Yes, hiring boomerang employees can bring significant benefits to your business, but there can also be some downsides. Some of these are:-

• If your offboarding plan wasn’t great in the first place, boomerang employees could bring bad blood to the workplace.
• They may need more time to adjust if their company’s management, policies, and culture have changed.
• Regardless of past performance, sometimes candidates are not right for the current position.
• Boomerang employees can still leave quickly if issues related to previous terms of employment remain unresolved.

Remember, there is nothing wrong with making a boomerang hiring attempt. Just ALWAYS weigh your efforts and the possible outcomes when doing so.

3 Essential Steps to Implement an Effective Boomerang Hiring Plan

The art of bringing back former employees—or “boomerang employees”—is not just a trend, but a strategy that recognizes the value of known quantities in an uncertain talent market.

However, the success of boomerang employees depends on two main factors.

• How did you treat your employees when they worked with you previously?
• What can you offer today to capture their interest and retain them?

After all,

“Boomerang hiring = a good offboarding and re-onboarding experience.”

With that in mind, here are three key steps to an effective “boomerang hiring” plan:

1. Create a great offboarding plan and stay in touch

Departures don’t have to be grim. A positive goodbye can not only preserve the departing employee’s perception of the company, but also keep the door open for a potential reunion.

A quick checklist to follow:

• Conduct an in-depth exit interview . This will provide you with a valuable opportunity to delve deeper into the reasons for the employee’s departure. While some reasons may be personal and out of your control, there may be organizational factors that management can address. The feedback from these sessions can be a treasure trove of insights that can drive internal improvements.
• Facilitate a structured knowledge transfer process to mitigate the potential knowledge gap after the employee leaves. It should include the transition of projects, responsibilities, and any accumulated proprietary insights to ensure continuity of ongoing tasks and demonstrate respect and appreciation for the departing employee’s professional rigor.
• Whether it’s a formal recognition in a team meeting, a written note, or even a small farewell meeting, acknowledge and express your appreciation. Express appreciation for departing employees’ contributions to solidify positive memories of their tenure.
• Even as employees venture into new roles or companies, express genuine interest in their future endeavors and maintain an open line of communication. an open line of communication . Even a simple message on special occasions will reflect your company culture and keep the connection alive.
• Ensure a constructive, rather than confrontational, offboarding experience.

Remember: While offboarding is, at its core, a disengagement process, its successful execution can be the starting point for future reengagement.

The professionalism and respect shown during this phase can become an ambassador for the company, carried forward by the departing employee into the broader industry.

2. Re-evaluate profiles and attract them with interesting offers.

People grow, learn, and evolve. Before approaching a potential boomerang employee, research any new skills or qualifications they have acquired while away.

Here is a list of 12 things to consider:

• The skills and new perspectives they will bring to the table
• Cultural Impact – Boomerang employees can help strengthen your culture and retain employees, as they tell others how “challenging” work life is elsewhere.
• Employee Loyalty – They left the first time. They may leave again if issues remain unresolved.
• His past performance/behavior and whether it is acceptable in his current workplace.
• Candidate Eligibility – Not all Boomerang employees may be eligible for a given role.
• Their previous transition from the company + the reasons that led them to do so.
• Any concerns you have about time spent away from home (whether personal or work-related).
• Their relationship with other employees in their company
• Their future SMART goals and growth plans
• The strengths of your company that made you want to come back
• Their resume, including work history, performance reviews, etc.
• Their Strengths and Weaknesses – Have they worked to turn their weaknesses from last time into strengths?

Once you find a boomerang employee who fits your job description, show him the perfect fit.

Be honest about what you have accomplished since they left and how they can contribute to the continued success of the company.

Also, remember that boomerang employees are often in high demand, so they may have other job options available. So, make sure your offer package is competitive enough. (Both in monetary and other terms)

Finally, if you are really interested in hiring a particular boomerang employee, don’t be afraid to contact them multiple times. (But in a non-irritating way!).

3. Revise your re-boarding checklist and celebrate

While employee onboarding and training will vary depending on the “reason” you need to reinstate them (which is never constant), you can follow this approach to create and adapt it each time.

First, answer –

• Who Should Be Rehired – Different employees may have different concerns, preferences and needs, which should inform your reboarding strategies.
• What do you want to achieve by hiring boomerang employees?
• How do you plan to do it?

The answers to the three questions above will determine the timing, budget, and effort of your rehiring.

Quick tips to follow :

• Assign a mentor or companion to help them reintegrate.
• Announce their return through internal communications.
• Schedule regular checkups during the first few months of life.
• Organize a team lunch or coffee break.
• Share their story in a company newsletter or on the intranet.

Remember : Boomerang hiring isn’t just about rehiring an old employee; it’s about recognizing and capitalizing on the value a second stint brings.

By meticulously following these three steps, you will be able to exploit the full potential of your returning talents.

Important –

What if he botched the hiring process the first time? Can he still dream of boomerang employees?

Absolutely! This guide will help you…

10+ Essential Interview Questions For Boomerang Employees

A boomerang employee interview differs slightly from a new hire interview in that it takes into account the employee’s reasons for initially leaving, their experiences while away, and the reasons behind their decision to return.

You can’t just take them as an “easy” option and sit back!

Instead, you should adapt your interview kit by adding these ten questions:

#1: Why did you initially leave our company?

Purpose: This question seeks to clarify the reasons that led to the initial departure, which may provide insights into potential organizational challenges.

#2: What new skills and experiences have you acquired during your absence?

Purpose: To assess the additional value they could bring to their return.

#3: How will these new experiences benefit our company?

Purpose: To understand their perspective on how they can contribute differently or more effectively this time.

#4: What prompted you to consider returning to our company?

Purpose: To understand the pull factors that make the company attractive to the boomerang employee.

#5: Have your career goals and values changed since you last worked here? If so, how?

Purpose: Ensure alignment between employee aspirations and company goals.

#6: Were there any specific challenges or circumstances here that contributed to your initial departure, and if so, how do you perceive them now?

Purpose: To understand whether previous problems may resurface and whether the employee’s perspective on them has changed.

#7: What did you like most about your new role/company and why did you leave?

Purpose: To discover potential best practices or areas for improvement for the company.

#8: How have you handled situations in the past where you had to readjust to a previously familiar environment?

Purpose: To assess their ability to adapt and ensure a smooth transition to the company.

#9: What are your expectations from us this time and what would you like to see done differently?

Purpose: To align employee expectations with what the company can offer.

#10: If you were rehired, how would you handle questions or comments from colleagues about your return?

Purpose: To assess the employee’s potential response to internal reactions and ensure a harmonious reintegration.

#11: Do you have unresolved issues with the company or former colleagues?

Purpose : To identify any potential conflicts of interest or sources of tension that could impact the employee’s ability to succeed in the role.

These questions aim to ensure that the boomerang employee return is beneficial to both the individual and the company, mitigating potential challenges and capitalizing on new opportunities.

How to build a perfect boomerang employee evaluation form?

Building the perfect Boomerang employee evaluation sheet requires focusing on areas unique to their situation, combined with traditional aspects of candidate evaluation.

Here’s a three-step guide:

1. Start with standard evaluation metrics:

• Skills and Experience : Does the candidate still meet the required skills? Consider any new skills or experience acquired.
• Cultural fit : Assess their compatibility with the company culture and values, considering their previous assignment.
• Role fit : Evaluate how well you fit the role you are being considered for. This may be different from your previous position.

2. Rate them on various scales:

Reason for initial departure : Positive start (e.g. higher education, personal reasons): +2 points Neutral start (e.g. best opportunity, relocation): +1 point Negative start (e.g., conflicts, performance problems): 0 points New skills and experiences acquired : Highly relevant to the new role: +3 points Moderately relevant: +2 points Slightly relevant: +1 point It is not relevant: 0 points Reason for return : Organizational attraction (e.g., company culture, previous positive experiences): +3 points Role specific (attracted by the challenges and opportunities of the new role): +2 points External factors (e.g. economic crisis, job market): +1 point Feedback from previous rental : Excellent feedback: +3 points Good feedback with minor issues: +2 points Mixed feedback: +1 point Negative feedback: 0 points Adaptability (Based on responses to reintegration questions): High confidence in a smooth reintegration: +2 points Some concerns but manageable: +1 point Many concerns: 0 points Feedback from colleagues and team (If possible, ask for feedback from those who have worked with you previously): They are eager to have them back: +3 points Neutral on their return: +1 point Hesitant about their return: 0 points Growth and development perspective : Seeks new challenges and growth within the company: +2 points Settling for a similar role without major changes: +1 point Growth or development prospects are unclear: 0 points Commitment and Longevity (Try to assess their commitment to staying during this period): Long-term commitment expressed: +2 points Medium term (a few years): +1 point Uncertain or short term: 0 points General compatibility with current organizational goals and vision : Highly compatible: +3 points Moderately compatible: +2 points Low compatibility: +1 point

 

3. Count the points:

Structured evaluation for boomerang employees

• 25-30 points : Strong candidate for rehiring.
• 15-24 points : Potential candidate with some reservations.

0-14 points : Consider other candidates or research the issue further before deciding.

The above evaluation sheet provides a structured way to evaluate boomerang employees, weighing their past experiences within the company and their growth outside, ensuring a balanced evaluation.

Adjust the points and categories based on your company’s specific needs and priorities, and you’re good to go!

So, are you ready to hire boomerang employees? They can be a great asset to your hiring plans, especially if they are thoroughly vetted from start to finish.

We can help you create a seamless application experience for a guaranteed talent renaissance.

Additionally, our mobile app can help your busy recruiting team collaborate and keep candidates engaged 24/7.

Frequently Asked Questions

1. How does boomerang hiring differ from traditional hiring?

Boomerang hiring, often called “rehiring,” is the practice of bringing former employees back to your company after they have left for other opportunities.

It differs from traditional hiring in that it involves people who already have experience working with your company and understand its culture, processes and values.

This translates into shorter onboarding times, reduced risks, and faster contribution to team productivity.

2. Are there any sectors or roles where boomerang hiring is particularly advantageous?

Boomerang hiring can be beneficial across many industries and roles, but is especially valuable in industries where specialized skills or knowledge of proprietary systems are crucial, such as information technology, healthcare, engineering, and manufacturing.

Additionally, leadership roles or positions that require deep institutional knowledge can benefit greatly from boomerang hires, as their experience can lead to immediate contributions.

3. Are there any legal considerations or potential pitfalls to be aware of when hiring former employees?

When hiring former employees, be mindful of non-compete agreements, maintain fairness in the hiring process, protect confidential data, and ensure clear communication of expectations to avoid legal and operational issues. Consulting with legal experts is recommended.