In today’s competitive recruiting market, it might make sense to consider a segment of applicants once considered taboo — boomerang employees. Once frowned upon by organizations, many employers now see real benefits to welcoming back workers who left and now want to return.
Why consider rehiring these candidates? Obviously, a lot depends on their reasons for leaving in the first place. Relocation? Life event? Exploring other career paths? Once you revisit these to your satisfaction, it’s time to take a closer look at the many potential advantages.
The short answer is “why not.” If the advantages described above strike you as compelling, they would apply to anyone who used to work at your organization, not exclusively those who are actively looking to return.
Social networking can play a key role here. Since sites like LinkedIn, and potentially even Facebook or others, can help former colleagues stay in closer contact with each other and your organization, they can also help you identify which former employees might be more open to the possibility of returning.
These networking channels are, however, a two-way street. The same flow of information that’s keeping you closer to your former employees is also connecting current employees to their former employers. There’s never been a more important time to keep current employees engaged, informed and challenged. By prioritizing retention strategies for them, you might be able to keep the potential boomerang from leaving in the first place.
While identifying, recruiting, and onboarding former employees makes the transition into your company easier, the right human capital management (HCM) solution can streamline the process and expedite the hiring of top talent. Payroll Data Services provides organizations like yours with the technology needed to engage current employees and simplify the entire employee management lifecycle from pre-hire to retire — and back again.