Hiring back a former employee is not an uncommon practice in the professional world. The phenomenon of “boomerang employees” has been around for a long time, as many companies recognize the importance of giving former employees a chance again.
However, such a decision should not be taken lightly. Indeed, despite the many advantages, rehiring a former employee does present some risks. So, to maximize the benefits and minimize the risks, it’s essential to establish a well-defined process and take into account a number of key factors.
Against this backdrop, this article sets out the best practices for successfully re-employing a former employee and ensuring that everything goes according to plan.
Developing a re-employment policy
Setting up a dedicated policy is the recommended first step for any company considering rehiring a former employee. This policy provides a structured process for managing the return of former employees, often referred to as “boomerang employees”.
A re-employment policy also plays an essential role in determining which former employees can potentially return to the company, and which cannot. Indeed, it is important to consider the reasons why these employees left.
For example, some may have left the company because of a perceived lack of opportunities to advance their careers.
Others, on the other hand, may have left in the hope of taking on new challenges and greater responsibilities elsewhere. In these cases, they may be suitable candidates for a return, and their re-employment would be relevant to fighting the talent shortage.
However, if a former employee has left the company under unfavorable circumstances, such as unprofessional behavior, conflicts with superiors or colleagues, or unsatisfactory performance, it would be wise to limit or prevent their reinstatement.
By implementing a clear re-employment policy, the company defines the criteria and procedures for evaluating potential candidates among former employees, thus contributing to more effective management of returns within the organization.
Take your team’s opinion into account
When a company is considering rehiring a former employee, it’s certain that this will influence the dynamics of the team. So it’s a good idea to involve team members in the decision.
Whether the intention is to re-employ a former employee after a contractual termination, or to re-employ a former employee who has been dismissed, employees must be informed of the possibility of the employee’s return, and their opinions must be sought.
This approach helps toengage and retain employees in the management of issues that affect them directly.
Here, it’s vital for the employer wishing to rehire a former employee to pay close attention to his team’s reactions, whether positive or negative. If the majority of the team is in favor of the decision, this increases the chances of a smooth transition.
It’s also important to take into account the current atmosphere of the team, especially if new employees have been recruited since the departure of the previous employee.
The employer needs to assess how the former employee’s personality will fit in with the current team. This will enable him/her to make an informed decision about rehiring, and to anticipate the adjustments needed to ensure harmony within the group.
Interviewing former employees before hiring them back
As well as advantages and disadvantages of internal recruitmentrehiring a former employee has its advantages and disadvantages.
For this reason, it’s vital to interview the former employee to determine whether rehiring him or her will really benefit the company.
Assessing the former employee’s current skills
Before re-employing a former employee, it’s vital to assess his or her current skills. It is this assessment that determines whether the employee’s skills are still aligned with job requirements.
This approach is all the more relevant if the former employee is to take up a new position. It may, for example, be useful to ask for concrete examples of recent achievements during the interview.
The aim is to identify whether the former employee has maintained or improved his or her skills, and thus ensure that he or she can still make a significant contribution to the company.
Discuss mutual expectations
During the interview to rehire a former employee, the company’s expectations must be clarified.
For everything to run smoothly in the future, it’s crucial for the organization to ensure that the former employee understands the changes, responsibilities and objectives of the position.
For their part, employees must also express their own expectations in terms of role, remuneration and professional development. They may, for example, want the company to be able to promoting agile internal mobility.
This open, honest communication creates a solid framework for successful re-employment, minimizing the risk of future disagreements and promoting harmonious team collaboration.
Preparing for reintegration
With the passage of time, any company is bound to evolve. For this reason, it is imperative to plan a complete reintegration process for the former employee, so that he or she is “up to speed”, even if he or she has already been part of the organization in the past.
This reintegration process can include the design of a welcome guide that condenses the essential company information he needs to know.
For reintegration purposes, it may also be advisable to appoint a sponsor from among the employees with whom the employee has not yet worked.
This approach helps him to rediscover the company from a new angle, and to keep abreast of developments in terms of processes and corporate culture. It can also help them to quickly reappropriate values to develop team spirit.
Monitoring the progress of rehired employees
Once the company has managed to rehire a former employee, the ongoing management of his or her career path within the company is crucial. It’s essential to monitor his progress and ensure that he feels fulfilled after his return.
Maintaining open communication is essential in this process. This means regularly asking the rehired employee to :
- Know your feelings ;
- Identify any difficulties it may face;
- Gather their suggestions to improve their experience within the company.
This approach fosters a constructive relationship and demonstrates the company’s commitment to the well-being of its employees.
On the other hand, offering ongoing training and development opportunities to the rehired employee is a winning strategy.
This enables them to strengthen their skills, stay up to date in their field and evolve in their role. By encouraging professional growth, the company stimulates employee motivation and loyalty, while contributing to its own success.
In short, rehiring a former employee doesn’t mark the end of recruitment, but rather the beginning of a partnership that can be productive and fulfilling if the right process is put in place.
