Boomerangs: The secret sauce to hiring top talent 

A former top performer expressing interest in rejoining the team is undoubtedly gratifying. It becomes apparent that the grass wasn’t greener on the other side. While you revel in this compliment, you contemplate the potential benefits of rehiring, including avoiding the risks and efforts associated with hiring and training new talent. Boomerangs, or rehire former employees, present an attractive solution to your hiring challenges, earning HR's approval for reinforcing the organization's reputation as an exceptional employer.

However, the question arises: Is hiring Boomerangs one of the most effective recruitment strategies? If so, how can you implement this seemingly flawless approach for your organization? 

The advantages of hiring Boomerangs, such as increased morale, reduced hiring and training costs, and lower risks, are evident. Yet, a 2021 American study of 30,000 retail organization employees, encompassing external hires, internal promotions, and Boomerangs, showed mixed results. While Boomerangs excelled in immediate performance and cost savings, their long-term performance and attrition rates lagged behind. The organization's open-door policy for all former employees did not yield the desired results, primarily because it extended a "second chance" to all, regardless of their reasons for leaving.

Open your doors only to the SuperStars

It is essential to thoroughly assess the performance, attitude, and circumstances surrounding an ex-employee's departure. Though we might be hopeful, it's unlikely that individuals who were previously poor to average performers will significantly improve in their second stint. Another factor to consider is the "maintenance quotient" of these returning employees. If they required a lot of attention, had high expectations, and were sensitive in their previous tenure, even if their performance was satisfactory (ABC), they are likely to encounter challenges upon their return. They may express discontent about the changes that occurred during their absence and the new set of expectations, which could impede their success. Therefore, it is advisable to welcome back only the "SuperStars" – high performers with an exceptional attitude who left on amicable terms and had a clean exit.

How do you entice the SuperStars to Boomerang?

Recognizing and retaining your SuperStars within the organization is a proactive and essential pursuit. Rather than waiting for their departure, turn your attention on how to encourage them to return. 

1. Leave the door open, don’t bid goodbye – Organisations with a strong culture always treat all departing employees with grace and respect, irrespective of the reason for parting ways. Exits impact existing employees even more than the departing employees. To entice your SuperStars to consider returning, it's critical for your entire leadership team to invest time in their departure process. Expressing your deep appreciation for their contributions and conveying a warm welcome for their potential return at any time is a vital component of this approach.
   
   
2. Keep them involved – Sustaining engagement is of paramount importance. We all know how important it is to keep a candidate engaged once they have accepted your job offer. Extend the same sentiment to the SuperStar ex-employees too. The manager should stay in touch, keep them updated about progress, take inputs for special projects/ challenges and invite them to mingle, where possible. This will ensure that the Boomerang is engaged and will not feel apprehensive about returning back.
   
   
3. Pitch the return at the right juncture - Timing also plays a significant role. It would be prudent to broach the subject of a potential return with your SuperStar ex-employees approximately a year after their departure, especially if there is a substantive role that aligns with their skills and aspirations. One year after the exit might be a good time to check interest, especially if there is a meaningful role waiting to be filled. The manager/ team members in touch with the ex-employee will also sense the right moment in their interactions. This strategic approach enhances the likelihood of a successful return to your organization.

Invest in making your SuperStar Boomerang successful again

A significant pitfall when implementing the Boomerang strategy is the assumption that no effort is needed to ensure the success of returning employees. Boomerangs may be coming back to their previous role, but much has likely changed in the interim: the organization itself, its objectives and procedures, the team dynamics, and the expectations for the returning employee. Therefore, it's essential to consider the following Do's and Don'ts when rehiring Boomerangs and facilitating their smooth reintegration.

1. Don’t skip the hiring process - While it may appear redundant, engaging in thorough two-way discussions serves several valuable purposes.
   
   
   • Assess the additional skills that the returning employee brings and revisit their aspirations and expectations. Reflect on the reasons for their prior departure and consider how these factors might still influence their situation.
   • Re-evaluate their compatibility with the team and the new role. Examine how changes in the organization's mission, priorities, and processes could affect the returning employee. Ensure that the new role is both stimulating and invigorating, rather than simply returning them to their previous comfort zone.

2. Analyze the impact of the rehiring on the team - When Boomerangs return, it's common for them to assume higher roles and receive increased compensation. It's crucial to evaluate how this shift will influence your existing team dynamics and internal equity. Effectively managing this transition is essential for the overall success of the team.
   
   
3. Set clear expectations - Establish transparent expectations for the Boomerang in their new role, define key performance indicators (KPIs), and outline shifts in organizational priorities. Engage in an open and honest conversation regarding the career path and growth opportunities they can anticipate in the short to medium term. Providing a realistic picture will help align their expectations with performance outcomes.
   
   
4. Celebrate the return - Promote open communication with the Boomerang to understand their reasons for returning to the organization. They can showcase the strengths of the organization in a more credible manner than Human Resources or management can. This not only provides valuable insights but also reinforces the Boomerang's sense of pride in coming back to the team.

Hiring Boomerangs can undoubtedly be a successful strategy when approached thoughtfully. However, the key lies in a meticulous review of the "who," "when," "which role," and "how" aspects, executed with precision by the organization. Expecting Boomerang success without this focus is akin to sailing without a compass. In today's evolving landscape, reinvention and reengineering are inevitable, and this truth extends to the strategy of hiring Boomerangs too. 

The article has been written by Gurpreet Bhatia, Chief Human Resources Officer, TalentSprint