A “boomerang job candidate” refers to someone who was previously employed by an organization and then left, but has returned to apply for a job at the same organization. Hiring boomerang job candidates has become increasingly popular in recent years, as many employers have come to recognize the value of rehiring employees who already have experience with the company. However, the decision to rehire a boomerang job candidate is not always a straightforward one and requires careful consideration.
A Known Quantity
One of the primary benefits of rehiring a boomerang job candidate is that they already have knowledge of the company’s culture, values, and systems. This can save time and resources on training and onboarding, as well as reduce the risk of poor performance or cultural mismatch. In addition, rehiring a boomerang job candidate can signal to other employees that the organization values loyalty and recognizes the importance of retaining talented individuals.
Why Did They Leave?
On the other hand, rehiring a boomerang job candidate may also present some challenges. For example, the reason the individual left the company in the first place may be a cause for concern. If the person left on bad terms or was terminated for poor performance, there may be concerns about whether they will be a good fit for the organization’s culture or whether they will be able to meet performance expectations. In addition, if the individual has been away from the company for a significant amount of time, they may not be up to date on changes in the organization’s policies, procedures, and technologies.
To determine whether rehiring a boomerang job candidate is the right decision, employers should consider several factors. These include:
1. The reason the individual left the company and whether there were any performance or cultural issues that contributed to their departure.
2. The length of time the individual has been away from the company and whether they have kept up to date with changes in the organization’s policies, procedures, and technologies.
3. The individual’s current skillset and whether it aligns with the company’s current needs.
4. The individual’s work history since leaving the company, including any new skills or experiences they have gained.
5. The potential impact of rehiring the individual on other employees and the organization’s overall culture.
If the employer determines that rehiring the boomerang job candidate is the right decision, they should take steps to ensure a smooth transition back into the organization. This may include providing the individual with an orientation to any changes that have occurred since they left, as well as any training or support necessary to get up to speed. In addition, the employer should communicate with other employees about the decision to rehire the individual and address any concerns they may have.
Winston Resources is here to provide your company with the talent you need to make your business the best it can be. We have the knowledge and experience to help your business with the people you need. Give us a call today.
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