What Is a Boomerang Employee?

Like a well-thrown boomerang that circles back to where it began, employees sometimes do the same; hence the term boomerang employees. Sometimes, people leave to explore new horizons, only to realize that the grass isn’t always greener on the other side, returning to their old employers. It’s more common than you might think. 

In today’s volatile job market, more and more employees are circling back and returning to the safe confines of a past job. But why would someone want to go back to a previous employer? And more importantly, why would a company want to rehire them?

Why Do Former Employees Return as Boomerang Employees?

So, why do people come back? Everybody has their own reasons. The pandemic led many to try new things, but not all new ventures worked out, and many have been forced to return to their old stomping grounds. Sometimes, people simply want to try something new – perhaps a new challenge – only to discover it’s not what they expected. 

Others might come back because they’ve acquired new skills that make them more valuable to their old employer, opening up better opportunities that weren’t available before. This could mean that while returning to the company, they are also moving higher within it.

However, not all boomerang decisions are based on the job itself. Sometimes, people make them simply because they want to be closer to family or because their life circumstances have changed. We hear all the time about employees who have left a job they liked to search for higher pay, only to become disillusioned by the work ethic and constant traveling.

Companies are often eager to bring back former employees because they’ve already proven themselves. They know the ropes, the people, and the culture. They’re a safe pair of hands. The onboarding process is smoother, and the learning curve is shorter. It’s a win-win in many cases – usually, that is. 

How Common Are Boomerang Employees?

Boomerang employees are becoming a crucial part of many companies’ recruitment strategies. While it used to be rare to have a returning employee, companies now explicitly target them when positions arise in the company. The Harvard Business Review recently reported that boomerang employees accounted for as much as 28% of new hires, while overall, nearly 15% of employees have returned to a previous employer at some point in their careers. 

What Are the Advantages of Hiring Boomerang Employees?

1. Reduced Onboarding Time

Boomerang employees already know the company, significantly reducing the required onboarding time. Those lengthy training sessions aren’t required, and the employee is usually already familiar with the culture and processes and many team members. They can hit the ground running. 

2. Proven Track Record

If somebody has already worked under you, you know what you’re getting (which can be both a good and bad thing). If they were a star employee in the past, their track record speaks for itself, and chances are they’ll continue in the same vein. This trust can add a great deal of security to hiring.

3. Fresh Perspective

Sometimes, people need to spread their wings, soar across distant lands, and return better and more able to help the company. Boomerang employees often return with new skills, insights, and experiences gained during their time away, which can be great news for a company that has gone a little stale and needs rejuvenation. 

4. Increased Loyalty

It might sound odd, considering that they left in the past, but boomerang employees often demonstrate increased loyalty after their return. Having left and come back, perhaps realizing how lucky they are, they often show a renewed determination and commitment that can lead to higher job satisfaction and better long-term retention.

5. Positive Cultural Impact

Rehiring a former employee can send a positive message to the whole company. When a much-loved employee returns on good terms, it shows everybody that the company is willing to bring the best people back when it can. 

What Are the Disadvantages of Hiring Boomerang Employees?

1. Potential Resentment

Conversely, a boomerang employee’s returns might sow resentment if some aren’t exactly glad they’re coming back. Not everybody gets on, and if a disruptive employee returns, it may cause problems among the team.

2. Risk of Complacency

There’s also the risk that they return unmotivated and complacent. Since they’re familiar with the company, they might not push themselves as hard as they did before, leading to a potential drop in performance. 

3. Bad Habits Can Return

Bad habits are hard to shake and even harder when you return to a familiar place where you know it is tolerated. If an ex-employee knows that they can coast in a company with little to no oversight, will they think anything has changed when they return? 

4. Different Expectations

A company may have changed since the initial departure, or perhaps it’s the other way around. Once an employee has seen what a well-run, high-performance company is like to work for, how are they going to feel about returning to a lumbering organization? When a company and an employee have different expectations, it’s only a matter of time before problems arise.

5. Over-Reliance on Familiarity

It’s not uncommon for a company to rehire somebody simply because they’re a familiar face rather than being a good fit for the job. In fact, sometimes terrible employees are rehired merely because a company doesn’t want to go through a lengthy search to find the best candidate. It sounds crazy, but it happens all the time.

What Can Companies Do To Help the Successful Integration of Boomerang Employees?

Sometimes, boomerang employees will fit right back in as if they had never left, but not always. They often need a little help reintegrating. Here are some steps companies can take:

• Re-evaluate the role: Ensure the employee is the best person for the role.
• Set clear expectations: Don’t simply expect them to jump straight in. Set expectations and be clear about any changes that have occurred. 
• Provide a fresh onboarding experience: Even if they’ve already been through onboarding, try doing something new with them. Think of it as re-onboarding. It’ll make them feel like they are really starting a new job, but it also gives you a chance to freshen up the approach.
• Foster open communication: Encourage honest dialogue about any concerns or expectations.
• Monitor performance closely: Again, don’t just assume they’ll integrate seamlessly. Keep an eye on them and communicate regularly. 
• Address any team dynamics issues: If there’s tension within the team, address it head-on to prevent it from affecting productivity.

Frequently Asked Questions

What Does Boomerang Employee Mean?

A boomerang employee is somebody who returns to an old company. This might happen a few months or even years later, which doesn’t necessarily mean they return to the same position within the company. Nearly 30% of new hires are now boomerang employees, making it a growing trend.

Final Thoughts

A boomerang employee might sound like the perfect idea, but weighing the pros and cons is essential. If they were the superstar who got away, it would be a bad decision to let them go again, but it’s important not to choose a person simply because they’ve worked for you in the past.

It’s equally important that the same background check level is carried out as with new employees. A person may have been away from the company for years, and who knows what may have occurred during that time. ScoutLogic’s background screening services allow you to tick all the relevant boxes that provide peace of mind when taking on a boomerang employee.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.