We’ve all worked at a job where a colleague resigned, only to return weeks, months, or even years later. In the recruiting industry these people are called “boomerang employees”. 

What drives employees to leave an organization, only to return a while later? Should you consider actively recruiting folks who just left your organization? 

People have rarely been as motivated to take a new job as they are right now. Fresh opportunities abound, and employees of all levels are receiving offers that are just too good to pass up. Unfortunately, a Muse survey completed earlier this year found that 48% of employees surveyed would try to get their old job back if they experienced the new job being significantly different than initially advertised. Nearly half!  

This feeling that the grass may be greener at a different organization is hardly new, most of us have been there. But with the sheer number of people switching positions there are going to be many more people potentially regretting their change to a new job. 

There are a few advantages to immediately recruiting the employees that have left your organization within the last 3 months or so. They are a known quantity; you already know how they’ve performed in the past, how well their personality and work style fit in with their team, and their return to the organization can spur a great conversation about what their goals are in the future. 

To recruit these departed employees, you need to know why they left in the first place, and you might need to make concessions on those reasons to win them back. Was it a better financial or benefits package? A leadership role or a promotion in rank or responsibilities?  

Keep these few considerations in mind when deciding whether to re-recruit a recently departed team member. 

It can save your organization money 

Per CNBC.com: “An expedited hiring timeline also saves the company a lot of money by cutting down the cost of recruiting, the cost of the job not being filled and the cost of the replacement getting up to speed”.  

Hiring someone who already has experience, not just with the role or industry, but in your exact team can save a boatload in onboarding and training costs. You might even come out ahead if the employee in question has gained new skills or experience during their absence.  

Returning employees are typically happier 

Employees wouldn’t consider coming back to a company if they were miserable working there, so if a former employee returns, it’s likely they’re happy to be back. Happy employees make companies more efficient and more profitable, plus, they’re simply better people to be around and can help stimulate a more cheery culture overall.  

It can be less risky to hire a boomerang than a fresh employee 

Returning employees discovered that new or exciting job prospects are not always worth the risk and are therefore typically more loyal to the company they’ve since returned to. Meanwhile, new employees have yet to realize that the grass is not always greener in the nearby pasture and might be more likely to accept a competing job offer. 

It can be immensely worthwhile to consider a boomerang recruiting strategy, especially now that job hopping is more common than ever. There are pros and cons to consider, and you’ll only want to consider recruiting those employees that left on excellent terms and performed well during their tenure. Ultimately though, these employees are generally more loyal, happier, and more economical to the organization. 

If you aren’t sure where to start when developing a new recruiting strategy, or you simply don’t have the time and resources available to devote to it, consider working with a third-party partner like Skywalk Group. We have experienced, professional recruiters and client managers ready to answer all your questions and help you develop a recruiting strategy that can not only fill your open positions, but will build a pipeline of talent for your future needs as well. 

Want an estimate? We can do that too! 

By Jessica Palmer