Formers employers are often neglected by HR managers and also unwelcomed by company leaders. It is often the case that once you left a company, you will be gone for good. However, as the time change, boomerang hire is surprisingly an effective source for talent acquisition.
As the recruitment market is getting more and more competitive, people tend to jump from one company to another for many reasons: better remuneration or just because they want to change the environment. Therefore, employees stay in one position for much less time compared to the past. Most employers nowadays acknowledge this fact and expect the opposite from their human resources. According to a Career Builder Survey, nearly 50 percent of questioned companies answered their new staff stayed with the organization for less then two years.
Every business will face difficulties when loosing key person your high achievers. Therefore, it is not a surprising news if some are welcomed to rehire them if the opportunity comes. Based on a latest study of 1,800 HR professionals, it is reported that 65% of leaders in the US have recognized the importance of boomerang hires, this number is higher than ever before and Ernst & Young has highlight boomerang hires by labeling it as a critical recruiting channel.
However, it is not easy to define all the pros and cons of boomerang hires, as well as making an effective boomerang hire strategy. Faro Vietnam will help you with all the necessary steps that you should take before adding a former staff to fill in your next vacancy. Key steps include:
• Thoroughly review the track record especially the reason for the first time job leaving your organization. Once you have identified the problem within the organization, there should be some changes in the policy. For example, if the original departure comes from the lack of opportunity for career development and learning, the HR department can suggest an education and training program for a more positive outcome.
• Assess their percentage of returning and know why he wants to come back to the organization. Compared to the past, what changes and the degree of changes that your firms have made? Ask them directly and carry out background checks to corroborate why they want to quit working for their most recent company.
• Boomerang hire sometimes can be a sensitive subject; therefore, transparency is needed for everybody involve. You should advise your boomerang applicant about current company working environment and condition, noting the changes compared to the past, especially in the case of culture shift of operational practice change.
• Make internal inform to other member of the teams who have filled the gap after the boomerang candidate left your organization in the past. Evaluate whether a comeback may cause any potential resentment or disruption among loyal staff in your company.
• Carefully keep track of the performance of boomerang hires and use data to review the success of your boomerang recruitment strategy, thus suggesting any changes in the future recruitment campaign.
To sum up, every applicant, whether he is a boomerang or not, will have different strength and weakness. It is the job of professional HR consultant company like Faro Vietnam to take serious consideration and provide clients with suitable approach to each type of candidate. Equal time, weight and resources should be given to boomerang employers and fresh applicants so that company can benefit the most from high quality talent.