What is a boomerang employee?

A boomerang employee is a professional who returns to work for a previous employer. They may have separated due to company layoffs or other employment opportunities. Seasonal workers can also be boomerang employees if they return to the same company for temporary work or a permanent position.

For example, a retail sales associate may return to their store every December for extra coverage. After several seasons, they may return to work as a full-time cashier.

Depending on the company, the hiring manager or human resources (HR) manager may determine employees’ eligibility for rehire. If you’re interested in rehiring a former team member, check with HR about your company’s boomerang policies.

Why do some previous employees return?

Employees may return to former employers for various reasons. For example, some might come back after exploring a new opportunity. Others may have left for advancement, yet new positions opened at your company that apply to their skill set.

Employees might also return because they miss your company culture. A positive and supportive environment can influence job satisfaction and overall happiness. If you established a relationship with the former employee, you may also contact them when a suitable position becomes available.

Other employees might return after leaving their jobs for personal reasons. For example, they may have left to take care of a sick loved one or prioritize college coursework. After resolving their personal matters, they may want to rejoin your company.

Considerations when hiring a boomerang employee

Boomerang employees can bring valuable knowledge and skills, but you might consider their reasoning for leaving and how it affects the rest of the team. Before hiring a former employee, consider the pros and cons to make an informed decision:

Pros of boomerang employees

Here are some advantages of boomerang employees:

• Lower training costs: Because returning workers are familiar with your operation, they may start working with minimal training. They might also have the required certifications or licenses for the role, avoiding the need for required certification courses.

• Shorter time to productivity: Boomerang employees can often move through the onboarding process and become productive quickly, given their familiarity with your company.

• Improved employee morale: Bringing back a former employee can demonstrate that you support employees’ professional decisions, which can boost morale.

• Increased sales: A boomerang employee might introduce you to new clients and contacts, expanding your company’s customer base.

• Reduced risk: You may notice a higher retention rate with boomerang employees, since the returning worker is already familiar and satisfied with your company culture.

• New ideas: After spending time working at other companies, rehires can bring new ideas and perspectives that help your business grow.

Cons of boomerang employees

Boomerang employees may introduce several disadvantages, including:

• Interpersonal conflict: Returning employees may benefit from a team meeting to discuss any concerns from the existing team and welcome your new hire.
• Unfamiliarity with change: Boomerang employees may be unfamiliar with changes made since their departure. You can explain these changes when discussing the open position and during onboarding.

7 interview questions for boomerang employees

The job interview is an important part of rehiring a former employee. Targeted interview questions can help you evaluate the candidate’s current skills, understand their interest in your company and determine whether they’re the right addition to your team:

1. Why did you leave your position here?

When interviewing a former employee, you can start by discussing their departure. If the HR records are unclear or the employee’s former manager is no longer with the company, this can help you understand why they left.

The employee’s response may reveal their emotions toward the company. It also helps you understand the situation from their perspective so you can prevent the same issue from recurring.

2. What have you been doing since you left?

This question provides context for the employee’s situation. Some individuals may discuss caring for family members or resolving personal issues. However, you should respect the employee’s privacy, as they may not want to share family information. If the person has been working for other companies, their answer can demonstrate how they’ve grown professionally.

3. If you’re currently working, why are you searching for new employment?

When a boomerang employee wants to come back after leaving for another opportunity, it’s important to ask about their motivations. Their response can tell you whether they’ve analyzed the situation and identified specific reasons. For example, a marketing professional may have left to pursue strategy-specific roles and return when your company opens a content strategist role.

4. What makes you want to return to our company?

This question can help you determine why the employee wants to work for your company. For example, the candidate may share how they appreciate your company culture. If they relocated for their partner’s job, they may want to return after moving back to the area.

5. What salary do you have in mind?

A returning employee may request a higher salary depending on the role they’re applying for. This is a reasonable request if they’ve learned new skills, worked in higher-level roles or earned advanced certifications during their absence. They may also be applying for a more advanced position than their former role with your company.

Understanding the employee’s salary expectations can help you determine whether your company can meet their needs.

6. How would you approach your role differently if you’re rehired?

This question can reveal how the employee has changed during their time away from your company. Search for answers that suggest self-awareness, self-reflection and clear direction. Then, make sure the employee’s answer aligns with your capabilities and goals.

For example, the employee might explain that a different job gave them clarity about their career goals and they’re returning to your company with the goal of moving into a leadership role. If your company has opportunities for advancement and wants to increase employee retention, rehiring the worker could benefit everyone involved.

7. Would you bring any clients or customers to our company?

If an employee will be returning to your company with customers they accumulated at a different company, it could help your company grow. For example, if you’re hiring a recruiter, they may have established contact during their other employment. Consider also asking follow-up questions about contracts and other considerations to ensure compliance with the company’s ethics policies.

Boomerang employees can be valuable assets for your business. By taking time to assess their intentions, evaluate their skills and understand their goals, you can make a rehiring decision that benefits them and the company.