If the idea of rehiring former employees who quit seems like a strange yet compelling idea, you are not alone in feeling that way. In an article published on Glassdoor, analyst and researcher for Gartner Research and Capterra, Brian Westfall shares some insights on this matter, which has HR professionals divided.
Here are a few key takeaways on the benefits of engaging with departing employees to smooth the way for successful boomerang hires later along the line.
How Rehiring Former Employees Who Quit Can Benefit Your Business
1. Lower Recruitment Costs
When you hire from a pool of readily engaged alumni, you can save your company up to $20,000 per candidate. This includes the costs of recruitment agents, advertising and the lack of productivity while a job opening lies fallow.
2. Known Quantities
A brand-new candidate is an unknown quantity that has to be measured and weighed from the get-go. On the other hand, a boomerang hire has been around the block. Yes, they left, but the reasons behind that may not have been negative as such. They may have done so for personal growth, to support a spouse, or raise a family.
3. Increased Skill Levels
When employees have been ‘out in the world,’ they gain new skills and valuable outside perspectives that can benefit your business immensely.
4. Improved Team Spirit
A positive boomerang employee can foster improved team spirit by showing the existing workforce that engagement extends beyond the initial exit interview. This speaks of a very nimble corporate culture.
How To Woo Back Winning Workers
Rehiring former employees who quit may not be quite as easy as it sounds. After all, they left your company for a reason. As such, it calls for some careful planning and execution if you want it to succeed in favor of all parties concerned.
Westfall suggests a four-way approach hinging on:
- Alumni engagement. When an employee leaves, invite them to an alumni network with a clear value proposition. Become a proactive reference and get honest feedback on their employee experience during the exit interview.
- Stay in touch. While they are away, reach out using targeted email campaigns segmented to individual interest groups. Also, keep them abreast of job openings and ask them to refer friends and family who may fit the bill if they are not interested themselves.
- Know when they’re shopping. Note any clues that point to active job seeking, and take this opportunity to make a case for boomerang employment.
- Don’t skip steps upon return. Onboard returning employees just as thoroughly as you would a new recruit. Things may have changed a fair amount since their last tenure at your business. So, take the time to show them all the ropes, rather than leaving them to fend for themselves.
Rehiring former employees who quit can seem like a daunting proposition, but it does not need to be. This talent acquisition tactic holds many benefits for forward-thinking businesses. This includes lower recruitment costs, known quantities, increased skill levels, and improved team spirit. Read the full article for more information here.
To get early access to The Alumni Advantage, sign up to the mailing list. Authored by James Sinclair, Co-Founder and Chief Executive of EnterpriseAlumni, the book provides an end-to-end understanding of how organizations are recognizing and leveraging their former employees.