What Is a Boomerang Employee?

Employees often leave a company to further their career elsewhere, whether that be in the form of a promotion or new challenges. Some leave to explore new options or find better pay. Many leave only to realize the grass isn’t greener on the other side.

Whether an employee left for personal reasons or to try something new, there’s always a chance they’ll come back. Find out what a boomerang employee is, why they return, and how they can affect your company.

What Is a Boomerang Employee?

A boomerang employee is a former worker who leaves a company but later returns to be rehired by that company. These employees have the potential to return with an updated set of skills, a fresh perspective, and a strong understanding of the company culture. Boomerang employees are valuable hires as they don’t require such an extensive onboarding and training process, seeing as they’re already familiar with the organization.

Boomerang employees typically left the company on good terms. However, in worst-case scenarios, the employee may have left due to issues with personnel, a dislike of company culture, or a feeling of unfulfilled promises. These employees still have the potential of being boomerang employees, especially if changes occur at the company while they’re gone.

Why Employees Return to Former Employers

Similar to how employees leave for various reasons, boomerang employees return for several different reasons. They may return because they miss their old colleagues or the company culture. Their expectations at the new company may not have been met, or they may not have meshed well with their new personnel, pushing them to return to something familiar. They may have resolved personal issues that led them to leave originally and are now ready to return.

Boomerang employees may have been offered new opportunities at their former company, such as a greater role, especially if the company has struggled to replace them. The company may have changed its policies or personnel that initially caused the boomerang employee to leave, prompting them to return to a more positive environment.

How Boomerang Employees Affect Onboarding and Productivity

Boomerang employees offer plenty of benefits for employers. Their familiarity with the company reduces onboarding time significantly and boosts productivity instantly, saving time and money on training.

Why Rehiring Former Employees Can Shorten Ramp-up Time

• Knowledge of Company Systems: Former employees are already familiar with the business systems and tools used in day-to-day operations. They allow for streamlined training focusing on organizational changes and new role-specific tasks, avoiding redundant information and facilitating quicker settling into the role.
• Understanding Company Culture: Boomerang employees are already familiar with a company’s shared values and how employees are expected to behave. They can fit into the company culture seamlessly, especially if it’s a primary reason the employee is returning. 
• Familiarity with Personnel: Boomerang employees sometimes maintain a network of communication with former colleagues while they’re gone, which can be a contributing factor to their return. Employees who already know their coworkers can be integrated into projects quickly.

Benefits and Risks of Rehiring Boomerang Employees

Rehiring a former employee brings many benefits, but there are also some risks involved with the decision. Employers must evaluate each candidate and decide if recruiting them again will be beneficial for the company or too much of a hassle.

Key Advantages for Employers

• Reduced Costs: Rehiring boomerang employees can save money in many ways. It lowers the recruitment expenses as there is less advertising to attract personnel and fewer interviews to find qualified hires. There’s also less training time required, further reducing onboarding costs.
• Increased Productivity: Rehired employees often return with a newfound sense of appreciation for the company and increased dedication. They also provide an instant productivity boost due to their familiarity with the company, and can improve their contribution with new skills from their experience away from the company.
• Boosted Morale: Rehiring former employees can provide a morale boost for current personnel. It shows that the company values its people and offers second chances. Employees will not only be more inclined to stay, but they also won’t need to worry about potential grudges being held if they choose to explore new options.

Potential Risks Recruiters Should Evaluate

• Recurring Issues: If an employee left due to certain issues, such as poor management or lack of growth opportunities, their concerns may arise again, especially if nothing has been done to address them since their departure. Boomerang employees experiencing the same problems are more likely to leave again, resulting in a loss of time and resources.
• Low Morale: While boomerang employees can boost morale, they can also lower it if the employee in question isn’t on good terms with the rest of the staff. Other personnel may resent the rehire and question why they’ve been brought back, or feel as if there’s some favoritism occurring between the employee and management. They may question the rehire’s loyalty, causing tension between team members.
• Entitlement Concerns: Depending on the role the boomerang employee is being rehired to fulfill, they may feel entitled to their former position before originally leaving the company, including higher pay, increased benefits, or seniority.

How Employers Should Evaluate Boomerang Hiring Decisions

Recruiting boomerang employees isn’t so black and white. Each candidate should be evaluated to determine whether their return is right for the company.

When Rehiring a Former Employee Makes Sense

1. Review Their Departure: Review and analyze the former employee’s reasons for leaving, such as for career growth, management issues, or personal circumstances. Assess whether they left on good terms, such as providing an advanced notice and helping in transferring their responsibilities.
2. Conduct an Interview: Speak with the former employee to learn what they’ve been doing since they left, how their skillset has improved, if they have unresolved issues with the company, and their reasons for returning.
3. Consider Their Past Concerns: If the former employee left due to concerns with the company, determine whether or not those concerns have been addressed since their departure. If they haven’t, the employee may be inclined to leave again.
4. Evaluate Their Suitability: Even if the former employee is filling the same role, determine if they’re fit for the position. Ensure their motivations for returning are positive, consider how their return will affect other personnel, and weigh how their new skills can help the company.
5. Plan for Rehiring: Develop a plan for onboarding the rehire. Avoid redundant information they’re familiar with, address any changes that occurred in their absence, and get a feel for their long-term goals with the company.

Frequently Asked Questions

Are Boomerang Employees More Reliable Than New Hires?

Boomerang employees are typically more reliable than new hires because they’re familiar with the company culture, work systems, and potentially personnel and clients. This familiarity allows them to hit the ground running and boost productivity right away. However, each employee is different, and their reasons for leaving must be considered.

Should You Run a Background Check on a Returning Employee?

Yes, even though you are familiar with the employee, you should run a background check to ensure they’re still suitable for the role and to uphold a safe workplace. Many things can happen during the employee’s absence. Running a background check on boomerang employees maintains compliance and reduces risk.

Can a Boomerang Employee Return After Being Terminated?

Yes, a boomerang employee may return after being terminated, depending on the reason for being let go. If the employee was terminated due to layoffs or a difficult life situation that has since been resolved, that employee is more likely to be rehired than one who was let go due to poor performance or misconduct.

Do Boomerang Employees Pose Compliance or Risk Concerns?

Boomerang employees don’t tend to pose any more compliance or risk concerns than a new hire. However, if company policy has changed since their departure, they must be retrained to ensure they don’t revert to non-compliant ways. Be sure to understand why they left and why they returned to mitigate any resentment risks.

Rehiring Former Employees Balances Opportunity and Risk

Former employees may return to their old company for several reasons, from poor experiences at the new job to a desire for a more familiar setting. These employees can bring many benefits, such as reduced onboarding costs and increased productivity, but each candidate must be evaluated to avoid risks.

Mitigate hiring risks with ScoutLogic. Our screening services thoroughly vet former employees to ensure they’re suitable for a return. Contact us today to learn more about our background check services.