At Sirois Tool, we have a history of rehiring people who have left the company. Rehiring former employees, often referred to as “boomerang employees,” is a practice that’s gaining popularity for three reasons:

1. When former employees rejoin a company, they’re not starting from scratch. They already understand the company’s culture, people, processes, and expectations. This means they can hit the ground running with minimal onboarding and training time.
2. The knowledge and perspective gained by boomerang employees during their time away from the company has value. They are likely to return with new skills and fresh ideas. These employees will likely share new practices, technologies, and strategies gleaned from their outside experiences.
3. Rehiring former employees sends a powerful message about your company’s culture and loyalty. It demonstrates a commitment to maintaining strong relationships and valuing the skills and contributions of everyone who has once been part of your team. This positively impacts the company’s brand and makes your company more appealing to potential employees.

How to Do it Right

Rehiring former employees, however, requires thoughtful consideration. Understanding what drove the employee to leave in the first place is critical. If the reasons that led to their departure haven’t been resolved, it will only be a matter of time before the employee leaves again – this time for good.

You’ll also need to assess your company’s current needs and the potential role of the returning employee. It’s important to consider how the individual’s skills, experience, and professional growth during their time away align with your company’s current and future goals.

When rehiring former employees, it might be tempting to skip the “New Employee Orientation” process. But even if the employee is thoroughly familiar with your company, it’s important to introduce them to any new policies, procedures, or corporate changes that occurred while they were away.

Finally, you should be transparent about your decision to rehire a former employee. Tell your existing team why you’re rehiring the former employee and explain how it will benefit the team and the organization.

We have no regrets about any of our decisions to rehire boomerang employees. In fact, our current CEO, Alan Ortner, is one of them.

The next time a former employee reaches out for an opportunity consider this: Strategically rehiring former employees creates more than just reunions. It leverages your past talent investments to build a loyal and more efficient workforce.

Our employees take the extra step, whether it’s towards continuous improvement or customer care, they are the root of Sirois Tool’s success. Anyone can say, “Our employees are our most valuable assets,” but rehiring the right former employee shows that you honestly believe these words.