Boomerang Hiring: A Sensible Recruiting Tactic?

In today's labour market, it is vital for employers to retain motivated and talented employees in the long term. The reason is the worsening skills shortage. One interesting approach that is increasingly emerging as an effective tool in recruitment is so-called "boomerang hiring".

In this article, we take a closer look at the concept of boomerang hiring, discuss the advantages and challenges for companies, and show how this strategy can lead to lasting employee retention.

What is boomerang hiring?

Boomerang hiring, also known as rehiring, describes measures to win back former employees who have left the company. It is a deliberate strategy aimed at bringing qualified and committed professionals back on board who already know the company. Companies are increasingly recognising the value of these "returners", because they are already familiar with the company culture, have experience and internal know-how, and quickly find their feet again in their tasks and areas of responsibility.

Advantages of boomerang hiring for companies:

1. Fast integration: Former employees do not have to be onboarded from scratch. They already know the company's structures, processes and working culture, which makes for quick integration.
2. Known high performers: Companies can rely on the proven performance of returning employees. They have already demonstrated their skills and potential, which minimises the risk of bad hires.
3. Improved cultural exchange: Boomerang employees bring new perspectives and experience from other companies, which enriches the culture. This fosters a diverse and lively working environment in which innovative ideas emerge more often.
4. Cost efficiency: Boomerang hiring can be cost-efficient because recruitment costs are reduced. The company has to invest less time, resources and money in searching for new candidates.

Challenges of boomerang hiring for companies:

1. Analysing the reasons for leaving: It is important to analyse why employees left, in order to make sure these issues have been resolved. Otherwise, returning employees could again be confronted with the same challenges that led to their original resignation, which may trigger further turnover.
2. Onboarding measures: Although boomerang employees are already familiar with the company culture, they still need to be prepared for new developments and changes in the company. From the outset, it should be ensured that they can quickly familiarise themselves with everything new and so integrate seamlessly into the changed working environment.

What companies can do to stay connected with departing employees too:

1. Communicate in the exit interview that a return would be welcome.
2. Stay in touch via business networks such as LinkedIn or XING and, where appropriate, set up alumni groups. These make it easy to share company information. In addition, open positions can be offered to alumni directly.
3. Invite former employees to company events. That way they still feel part of the company and do not lose touch.

Conclusion:

Boomerang hiring is a tactical HR measure in the field of recruiting that offers companies a variety of benefits. By bringing back qualified former employees, companies can cut their recruiting costs, fill vacancies faster and benefit from the broader experience of those returning. It is important, however, to find out in advance why they originally left and to resolve those reasons. It is also important to familiarise returners with what is new in the company from day one. Alumni groups are a good way to stay in touch with former employees.