2017-03-08 00:00:00 Hiring English Learn more about the positive and negative aspects to hiring a boomerang employee and discover different ways to make the hiring go... https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2017/06/Employer-Interviews-A-Former-Employee-For-A-Current-Position-At-His-Company.jpg https://quickbooks.intuit.com/ca/resources/hiring/aspects-consider-hiring-boomerang-employee/ Aspects to Consider When Hiring a Boomerang Employee

Aspects to Consider When Hiring a Boomerang Employee

3 min read

Hiring a boomerang employee is a double-edged sword that comes with both negative and positive aspects. Your small business depends heavily on its employees, relying on them to carry out the tasks that keep your business running. Before you hire a boomerang employee, it’s important to know the various situations you face and how to bring back the employee smoothly.

A Boomerang Employee

A boomerang employee is an individual who works for your company, then leaves and returns. Ultimately, the period of time this employee is gone isn’t a defining aspect of the term. Usually, the employee works for another company and then returns to yours. The idea of a boomerang employee is shifting, becoming a more positive concept. Boomerang employees are also becoming more common and more widely accepted. Over the past 20 years, the number of companies that people worked for in the five years after their graduation nearly doubled. The mindset surrounding boomerang employees has significantly changed for the better, and it’s more likely that you’ll have the option of rehiring a former employee at some point.

The Positives

Hiring a former employee means less training and supervision is necessary, but this partly depends on the length of time the employee was away and how much your business has changed operating procedures or other aspects of the job the employee is hired to do. Still, the returning employee has at least a general understanding of where things are, how things work, and what they’re supposed to do. Loyalty is another positive to consider. This, of course, depends on the circumstances under which the employee left. It may say a great deal about the employee’s loyalty to your company that they left and are looking to return. Preserving this loyalty is important. It’s a good idea to keep good terms with key employees that leave your company, leaving the door open for them to return.

The Negatives

The way an employee leaves your company has a lot to do with the possible negative impacts resulting from their return. Arguments, disagreements, or difficulty working with staff members still present at your business may lead to similar situations if the employee returns. Trust can be another major issue with boomerang employees. Because the employee left your company, their trustworthiness and dependability might be called into question. Depending on the length of time they stayed the first time around, it may be difficult to rely on them to stay long-term the second time around.

Creating a Smooth Rehiring Process

If you’re considering rehiring an employee, start by going over the employee’s history with your company, examining the circumstances they left under. If there was any tension with other employees, bring the individuals in and let them know about your intentions to rehire their former co-worker. It’s also a good idea to let your whole staff know that you plan to bring this individual back. Allow concerns to be raised and talk things out. This prevents the element of surprise and helps employees get out any frustrations before the employee comes back. Once they return, have the rehire sit down with the rest of your staff so everyone can become reacquainted. It may also be a good idea to keep the rehired employee away from employees that have issues with them. You should weigh the pros and cons of rehiring former employees for your business on a case-by-case basis. If the positive aspects sway your decision, then plan how to go about bringing the employees back on board.

References & Resources

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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