Yesterday we looked at a survey by Accountemps® concerning boomerang employees, including how to encourage them to come back. Today we’ll explore some of the potential pitfalls of boomerang employees and how to avoid them, plus we’ll provide you an infographic with the survey results.
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The concept of boomerang employees was explored in one of BLR’s articles, written by Angela Hills, EVP of Cielo. Here are her tips for avoiding common problems with boomerang employees.
Avoiding Boomerang Pitfalls
Boomerang talent is not always a silver bullet. It is important for talent acquisition teams to make certain they undertake crucial steps in their screening process when rerecruiting former employees.
Just because an employee was a great fit for an organization, does not always mean his or her current skills sets are aligned with the company’s current needs. Talent acquisition teams should thoroughly assess boomerang candidates to determine how they have grown since leaving the organization, what new skills they have acquired, and if they are a match to the organization’s current strategy and business goals.
In today’s business environment, where the average employee tenure continues to decrease and company benefits and development programs are becoming less robust, organizations must be more open-minded to the idea of engaging boomerang talent. Encouraging former talent to return to an organization is a long-term, forward-looking strategy that has the potential to strengthen the workforce and, in return, boost the bottom line.
The Accountemps Infographic on Boomerang Employees
Hiring former employees means familiarity with your business the mission, culture, values, players, training and organizational structure are already in place, Hyatt told Business News Daily.