interview questions for boomerang employees

If you asked HR professionals 30 years ago if they’d rehire a former employee, you’d likely hear a resounding, “NO.” But as employee tenure changes (workers only stay with a job for about four years) the idea of rehiring a former employee, otherwise known as a boomerang employee, has become much more appealing. HR professionals should weigh the pros and cons before rehiring an employee.

Pearson’s Boomerang Employees Tell Us Why They Came Back

What Is a Boomerang Employee?

A boomerang employee is a person who worked for the organization previously and left (typically on good terms), but returns to work there again at a later date.

Historically, leaving an organization voluntarily was often seen as a lack of loyalty. Many companies refused to rehire anyone as a matter of principle, regardless of how well they had previously performed.

However, in recent years, it has become far more typical for people to work for many different organizations throughout their career. Particularly where there are skills gaps in many critical functions, employers have become steadily more comfortable with using the former-employee talent pool and bringing people back on—particularly those who have performed well previously.

Note: A true boomerang employee is typically someone who worked for your organization recently enough that they are remembered by at least some current employees. If they worked there 10 or 15 years ago, it makes sense to treat them like any other prospective new hire.

Why Do Employees Leave Temporarily?

Turnover is natural and to be expected, regardless of the quality of your company and culture. Today’s average employee will work for 12 or more different employers over the course of their career! Even excellent employees who love working at your company may see a variety of reasons to move on, including:

Before you extend an offer to the one that got away, think through a few matters first.

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In the search for talent, great hires may be closer than you think—including your former employees. In a recent ZenBusiness study, 57% of employers said they would rather rehire a former employee than an equally qualified new applicant and more than three-quarters (76%) of those who have done so were glad they did.advertisementadvertisement

Employees like the idea, too. Nine in 10 employees would consider working for a former employer, and the average “boomerang” employee gets a 20% bump in salary, according to the survey.

Former employees tend to know the ropes and can often get up to speed quicker than a brand-new employee, says David Lewis, CEO of Norwalk, Connecticut-based HR consulting firm OperationsInc. The company has 94 employees, and Lewis says he’s rehired roughly 20 “boomerang” employees over the course of the company.

When good employees leave the company on positive terms, he sends an email message wishing them well and encouraging other employees to do the same. Then, he typically keeps in touch with them. He says, on a handful of occasions, “there’s almost this level of relief on the other end of the phone saying, ‘Actually, I’m really kind of glad you called because it’s not going all that great,” he says. “I’m just immediately like, ‘Well let’s just be very clear, if you want to come back, you can come back.”advertisementadvertisement

But there are some caveats and considerations, he admits. Here are five questions to ask before you rehire a boomerang employees.

Hiring back an employee who has gone out into the world and gotten some new experience or made some notable achievements could offer some benefits, says Mark Kluger, founding partner at the management-side employment law firm Kluger Healey. But if the reason the employee left was involuntary termination, you’ll obviously want to think about the circumstances related to that action. “Any time somebody has been terminated, there’s presumably good reason for it,” Kluger says. Other times, employees leave because they think the grass is greener somewhere else. If that’s not the case, they may return with a new appreciation for the company.

Lewis recommends thinking carefully about the reasons and manner in which the employee left. It there was something or someone who made them dissatisfied with the company, and that situation or person is still in place, then it’s likely similar issues will arise again, he says.advertisement

Interviewing Boomerang Employees

You should still interview former employees even though you’ve worked with them before. It will give you and your team an opportunity to find out the skills and experience they’ve gained, why they left, and why they want to return.

In addition to your regular insightful interview questions, you may want to ask the following:

FAQ

How do you encourage a boomerang employee?

1. Foster Amicable Off-ramps. This one should go without saying, but it’s worth repeating: when an employee leaves your company, make sure the exit is as smooth as possible. …
2. Promote Mentoring Programs. …
3. Create a Culture of Inclusion. …
4. Keep in Touch with Leaving Workers.

What questions can you ask a former employee?

• What was the interview process for this position like? …
• What did you like about your position? …
• Did you feel like you had everything you needed to do your job well? …
• How would you describe your job responsibilities in this position?

How do you prepare for a rehire interview?

1. Be honest about your departure. Speak openly about your reasons for leaving when you ask for a rehire interview. …
2. Ask questions. …
3. Plan your response. …
4. Use your network. …
5. Reconnect with the company.