Should You Consider Rehiring Former Employees?

Rehiring former employees can be a great way to fill a vacancy quickly and efficiently - not to mention it can save you time and money on the recruiting process. But at the same time, bringing back a familiar face can be just as tricky.

So, before hiring a former employee, you should weigh the pros and cons to decide whether it’s the right move for your organization.

Pros of rehiring former employees

Rehiring former employees, also known as "boomerang employees," can have several advantages for a company, including:

• Familiarity with the company: former employees who are rehired are already familiar with the company's culture, values, and processes. This means that they can quickly adapt to their new role and be productive in a short amount of time, without requiring extensive training.

• Reduced hiring costs: rehiring former employees can save a company a significant amount of money on recruitment and onboarding costs. Since the employee has already worked for the company before, there's no need for background checks, reference checks, or orientation sessions.

• Boost in morale: rehiring former employees can boost the morale of current employees who may have worked with the returning employee in the past. Seeing someone return to the company can create a positive vibe and may increase employee engagement and motivation.

• Access to new skills and experiences: former employees who have worked for other companies in the interim may bring new skills, experiences, and perspectives to the table. This can be a valuable asset to the company, as it can help improve its operations, products, and services.

• Lower risk: rehiring former employees can be a lower risk option for companies, as they already know the employee's strengths and weaknesses. This can help reduce the risk of hiring someone who may not be a good fit for the company culture or may not perform well in the role.

Cons of rehiring former employees

While rehiring former employees can have its advantages, there are also some potential disadvantages to consider, such as:

• Resentment from current employees: rehiring former employees may create resentment among current employees who feel passed over for promotion or may feel that the returning employee is being given preferential treatment.

• The reason for leaving may still exist: the reason why the employee left the company initially may still exist, such as a conflict with management or lack of opportunities for growth. If this issue is not resolved, it may lead to the employee leaving again, creating a revolving door scenario.

• Lack of new perspectives: while rehiring former employees can bring new skills and experiences, it may also limit the company's exposure to new ideas and perspectives that can come from hiring someone from outside the organization.

• Difficulty adjusting to changes: the company may have undergone changes since the employee's departure, such as changes in leadership or company culture. The returning employee may find it difficult to adjust to these changes, which can affect their performance and productivity.

• Limited pool of candidates: if a company relies too heavily on rehiring former employees, it may limit its pool of potential candidates for new positions. This can be particularly problematic if the company is looking to diversify its workforce or fill positions that require specific skills or experience.

What to consider before rehiring former employees

Rehiring former employees requires careful consideration. So, before making a decision you may want to consider the following factors:

• Reasons for leaving: determine why the employee left the company previously. Was it due to performance issues, personal reasons, or another job opportunity? If the employee left due to performance issues or misconduct, it may not be wise to rehire them.

• Performance history: review the employee's performance history while they were with the company previously. Were they a high performer, or did they struggle with meeting expectations? Consider their strengths and weaknesses and how they align with the current needs of the company.

• Availability of other candidates: consider the availability of other candidates for the position. If there are other highly qualified candidates available, it may not be necessary to rehire a former employee.

• Current company culture: consider whether the returning employee's values and work style align with the current company culture. If the company has undergone significant changes since the employee's departure, you can use an adaptability skills test to assess whether they will be able to adapt and a personality test to see determine their alignment with the company and the role.

• Feedback from former colleagues: speak with the employee's former colleagues to gain insight into their work style, strengths, and weaknesses. This can help determine whether the employee is a good fit for the position and the company culture.

Overall, rehiring former employees can be an excellent way to bring back valuable experience and knowledge. Not to mention, it can save time and money on the hiring process for a new employee.

However, it is important to approach the decision thoughtfully and consider both the pros and cons of bringing back a former employee. Rehiring should be based on an individual's skills, knowledge, and potential to contribute to the organization.