Boomerang recruitment, which consists of rehiring a former employee, is very popular in Anglo-Saxon countries. This recruitment method is not very common in France, but it is beginning to develop. This practice can sometimes be complex and therefore requires a more delicate approach.
Why practice the boomerang recruitment method?
Above all, it is important to take into account several parameters.
- The employee left on good terms and in the right way (respect of the notice period, clear agreement and exchanges with the hierarchy, transition etc.).
- The employee has a good relationship with his hierarchy and colleagues
- He or she has skills that are beneficial to the company
- The reasons for the employee’s return must also be clear on both sides to avoid any misunderstanding.
Benefits to the employer
Coping with the shortage of candidates: rehiring a former employee can make up for the shortage of candidates that the company may encounter, particularly since the beginning of the pandemic.
Save time on recruitment: by recruiting a former employee, the recruitment process can be faster.
Save time on the integration of the employee: the former employee probably knows the working methods, the company culture and the team quite well. He will integrate more easily and will be operational more quickly.
Optimize the transmission of knowledge: the former employee comes back with a new eye and can propose new practices to improve and optimize the company’s methods and processes. He knows the environment well which can allow him to have more ease to propose best practices.
Employer brand: the former employee who left for various reasons was confronted with another environment and his return proves that the company is open to discussion and exchange. This is a good point for the employer brand.
Benefits for the employee
- Better pay and job development. According to the Zen Business study, 28% of employees said they returned thanks to a change in position. On average, boomerang employees would earn 20% more upon their return than when they left their company.
- A quick and easy integration: knowledge of the environment, the company’s culture and their colleagues.
How to effectively implement boomerang recruitment?
- Understand the reasons for the employee’s departure
Indeed, several reasons can explain the departure of the employee: resumption of studies, new opportunities, higher remuneration, departure abroad, etc.
If the departure of the employee is done in good conditions, the boomerang recruitment can be done easily. However, in the case of a complicated departure, it is essential to break the ice and to be transparent on both sides before starting negotiations.
- Understand the motivations for the employee’s return
Why does he/she wish to return? What is his professional project? What does he think of the company and his hierarchy?
- Maintain team cohesion by thinking of other employees
It is important to maintain a good atmosphere and team cohesion by discussing with the employees present: were there any conflicts between the former employee and his colleagues before? How did the team work together?
- Consider a traditional recruitment process for new positions
Despite the fact that you know the former employee, you must be vigilant, especially if it is a new position that requires new skills. Don’t hesitate to evaluate and challenge the employee.
- Reform the former employee if necessary
The company’s operations and methods may have changed in the meantime. Therefore, think about training the employee.
Hiring back a former employee is a secure method for the employer both in terms of costs and recruitment processes. However, transparency remains an essential criterion for this type of recruitment. Hiring a boomerang employee for the wrong reasons can lead to a critical situation.