In today’s competitive job market, finding the right talent is tough.
But what if the best candidates for your business are people who already know your company inside and out?
This article explores the growing trend of boomerang employees—workers who leave and then come back.
These employees can save your business time and money, bringing fresh insights while fitting right back in.
Key Takeaways
- Boomerang employees can reduce training costs by quickly integrating due to their familiarity with your company.
- Rehiring offers fresh perspectives as returning employees often bring new skills and ideas from their time away.
- Conduct thorough interviews to ensure returning employees are motivated for the right reasons and still fit your current culture.
- Address past issues before rehiring to avoid recurring conflicts or performance problems.
- Rehiring should be strategic, focused on long-term growth and aligning the employee’s potential with your business needs.
Rehiring boomerang employees has its risks, but when done strategically, it can be a game-changer for growing businesses.
This article will show you the benefits and potential challenges of bringing back former employees.
You’ll also get practical tips to help you make the best decisions when considering a rehire.
Table of Contents
By the end, you’ll know exactly how to turn boomerang employees into an asset that drives your business forward.
Ready to find out how boomerang employees can boost your business?
Keep reading to learn how to make the most of this smart hiring strategy.
What is a Boomerang Employee?
Boomerang employees are exactly what they sound like: workers who leave your company and return later.
They may have left for a better offer, personal reasons, or to test new opportunities.
But now, they want to come back.
Why?
Maybe they realized the grass isn’t greener elsewhere.
Maybe they missed your company’s culture or realized your growth trajectory is stronger than where they ended up.
Either way, they already know your business, its values, and your workflows.
Why Do Employees Boomerang?
The reasons for coming back are often straightforward:
Unmet Expectations Elsewhere:
- Many boomerang employees leave for new opportunities that don’t live up to the promises made. They find that other companies lack the culture, growth, or stability they enjoyed with you.
Personal Growth:
- Employees who leave to gain new skills or take on new challenges may feel they’ve grown professionally and want to bring their new expertise back to your team.
Cultural Fit:
- Your company culture can make a lasting impact. Many employees return because they miss the camaraderie, values, or even the sense of purpose they had while working for you.
Personal Reasons:
- Some employees leave for personal reasons—family matters, health, education, or other life events. Once things settle, they may look to return to the place they know best.
But just as often, they might come back for less desirable reasons—job security, lack of options, or, worse, they see your company as a safety net.
This is where the risks come into play, and as a business owner, you need to be able to spot the difference.
The Benefits of Rehiring Boomerang Employees
For growing businesses, boomerang employees offer clear advantages:
1. Quick Integration
Boomerang employees already know the ins and outs of your company.
They’ve worked with your systems, understand the culture, and know their way around your expectations.
This means faster onboarding, less training, and quicker productivity.
Every day saved on training is a day closer to revenue growth.
2. Cost-Efficiency
Hiring is expensive.
Onboarding, training, and ramp-up time can be costly, especially for small and growing businesses.
Rehiring a former employee slashes those costs.
They’ve already been trained once, and they likely need far less guidance the second time around.
Plus, with their prior knowledge, they tend to stay longer—saving you even more in the long run.
3. Fresh Perspectives
Don’t assume that a returning employee comes back the same as they left.
Boomerang employees often bring new skills and ideas.
Their time away gives them fresh perspectives that can breathe new life into your business.
They know what works—and what doesn’t—in other environments.
That can be a huge advantage in keeping your business innovative and competitive.
4. Client Relationships
Boomerang employees might bring more than just experience—they could bring clients.
Their return could lead to reestablishing connections with former customers or even introducing new ones they’ve built relationships with during their time away.
5. Reinforced Loyalty
When employees leave and return, they’re making a strong statement: they believe in your business.
This level of loyalty can be contagious, improving morale across your team.
It shows your current employees that the grass isn’t always greener, reinforcing the strengths of your company.
The Potential Risks of Rehiring Boomerang Employees
But boomerang employees aren’t always a slam dunk. There are potential risks that business owners must manage:
1. Workplace Drama
Why did they leave?
If the departure involved interpersonal conflict, bringing them back might reignite old tensions.
If those issues haven’t been resolved, it could create unnecessary friction in your team.
This is especially true if the employee left on bad terms or had issues with a manager or colleague still at the company.
2. Overlooking Better Talent
Familiarity can cloud judgment.
Just because you know a former employee doesn’t mean they’re the best person for the role.
You might be overlooking stronger, fresher talent because it feels easier to rehire someone you know.
3. Old Problems, New Setting
Some people leave because they’re not a fit.
If those problems weren’t addressed the first time, they might still be there when they return.
If their departure was due to performance issues or a mismatch with the company culture, there’s a chance those same problems will resurface.
4. Short Stays
Boomerang employees may come back only to leave again if the issues that caused them to leave initially aren’t resolved.
Be wary of employees returning for the wrong reasons — such as short-term financial gain or a lack of other job options.
They might not be as committed as they were before.
Actionable Strategies for Rehiring Boomerang Employees
If you decide to rehire a former employee, approach it strategically.
Here’s how you can maximize the potential while minimizing the risks:
Conduct a Candid Interview
Don’t assume you know everything about why they left or why they want to return.
Ask direct questions about their motivations, expectations, and what they learned during their time away.
This will give you clarity on whether they are coming back for the right reasons.
Check for Fit, Again
Re-evaluate them as you would any new hire.
Assess their fit with the current team.
Has your company changed since they left?
Has their personality or work style changed?
Ensure that your business needs align with their skills and expectations.
Address Past Issues
If the employee left because of a conflict or performance issue, make sure it’s resolved before rehiring them.
This could mean having tough conversations to ensure the same issues won’t arise again.
Rehiring someone without addressing past problems is a recipe for repeated mistakes.
Clarify Expectations
Set clear expectations from day one.
If the employee expects a promotion, salary bump, or a new role, make sure it aligns with their value to the business and the position you’re hiring them for.
Be transparent about what has changed since they left.
Plan for the Future
Boomerang employees should be rehired with long-term growth in mind.
Evaluate their potential for leadership or expanded roles down the line.
Outline a clear path for their development, ensuring they see a future with your business.
Interview Questions to Ask Boomerang Employees
1. What have you learned since you left?
- This helps you gauge how the employee has grown and whether their new skills add value.
The question allows you to understand how the employee has developed since they left, including new skills, experiences, or perspectives they’ve gained.
A boomerang employee may have learned valuable lessons from other companies, which could benefit your business.
This also gives you insight into how they can contribute to your current team, especially if they’ve gained industry-specific knowledge or leadership skills.
2. Why do you want to come back now?
- You need to understand their motivation for returning to ensure it’s genuine and beneficial.
Understanding their reason for coming back is crucial to determine if they are motivated by career growth, a better cultural fit, or simply because they had a negative experience elsewhere.
This question can reveal if they are truly excited about your business’s growth and direction or if they just need a fallback option.
It helps you assess whether their return will be long-term and whether their goals align with your company’s needs.
3. What was the real reason you left the first time?
- This reveals if previous issues have been resolved and whether they’re likely to recur.
It’s essential to know the true reason why they left initially, as it might uncover unresolved issues that could resurface if they are rehired.
This could include conflicts with management, dissatisfaction with the company culture, or unmet career expectations.
Knowing their reasons allows you to address potential concerns upfront and ensures you’re not setting yourself up for repeated problems.
4. How long do you see yourself staying if rehired?
- This helps set expectations and determine if they’re committed long-term.
You want to gauge their commitment to your business to avoid re-investing in an employee who may leave again soon.
This question helps you determine if they see themselves as part of the long-term growth of the company or if they’re only returning as a temporary solution.
It also opens the door for them to discuss their career goals, which can inform your decision about how well they fit into future plans for the company.
5. What has changed since you were last here?
- It reveals whether the employee’s personal or professional situation has evolved to better fit your company.
This question allows you to assess if the reasons they left or any concerns they had are now resolved, making them a better fit this time around.
It also reveals whether they’ve gained new perspectives or skills that make them more capable of handling the demands of the role.
Understanding what has changed on their end helps you ensure that they are returning for the right reasons and are prepared for a new chapter at your company.
6. What would make you leave again?
- This ensures both sides address any potential concerns or problems that could lead to turnover.
It’s critical to know what factors could drive them to leave again so that you can address any unresolved issues or concerns early on.
By asking this, you demonstrate that you’re willing to engage in a transparent conversation and are committed to making their return a positive experience.
It also helps you identify any red flags, such as unachievable expectations or persistent problems, that could lead to another departure.
7. How has your experience elsewhere prepared you for this role?
- This helps assess if their outside experience adds value to your business.
The experience they gained while away should bring fresh insights and skills that benefit your company.
By asking this, you’ll know if their professional development aligns with your current needs and whether they have something new to contribute.
It allows you to measure how much their outside work has broadened their capabilities and whether that adds value to your team.
8. What are your expectations for this role compared to your previous time here?
- This clarifies what the employee is looking for in their second stint with the company.
Expectations can change over time, so it’s essential to understand what they hope to gain from coming back.
Do they expect a different work environment, promotion, or a new level of responsibility?
This will give you insight into whether their expectations align with what your company can realistically offer and avoid misunderstandings down the road.
9. What challenges do you think you might face if rehired?
- This helps assess how self-aware and prepared they are for reintegration.
Knowing how the employee views their potential challenges upon rejoining helps you gauge their self-awareness and readiness for the role.
This gives you a chance to discuss these challenges openly and provide solutions or reassurances.
It also helps you determine if they are likely to be a good fit with the current team or if further adjustments will be needed.
These questions help you get to the heart of their intentions and allow you to gauge their readiness to return.
FAQs - Frequently Asked Questions About Boomerang Employees
What are boomerang employees?
Boomerang employees are workers who return to a company after leaving.
They usually come back after leaving for another job or personal reasons.
Learn More...
Boomerang employees leave a company for various reasons such as better opportunities, personal circumstances, or professional growth and then later reapply or get rehired.
This group of employees is becoming more common, especially as companies seek ways to reduce hiring costs and increase retention.
Companies are finding value in rehiring these workers because they already understand the company culture and can offer new perspectives.
In some industries, up to 33% of new hires are actually returning employees, highlighting how popular this trend has become.
What are the benefits of rehiring boomerang employees?
Boomerang employees are cost-effective and quick to integrate.
They bring fresh ideas and often show higher loyalty.
Learn More...
The key benefits of rehiring boomerang employees include reduced training costs since they already know the company's systems, quicker onboarding, and improved retention rates.
Returning employees can also bring valuable outside experience that can provide fresh perspectives or even new clients.
This reduces the need for extended onboarding and accelerates the time to productivity.
Many boomerang employees are more loyal upon return, which can lead to longer retention.
These benefits make them particularly valuable for growing businesses looking to expand efficiently without sacrificing quality.
- Lower hiring and onboarding costs.
- Faster productivity and integration.
- New skills and insights from other jobs.
- Potential to re-engage former customers or clients.
What are the risks of hiring boomerang employees?
Potential workplace drama and loyalty issues.
Old problems might resurface if not properly addressed.
Learn More...
The risks of rehiring boomerang employees include reigniting previous workplace conflicts or unresolved issues.
If an employee left due to interpersonal problems or cultural mismatches, these could arise again upon their return.
Another risk is that you might overlook stronger candidates just because a boomerang employee seems like a convenient option.
It’s also possible that the returning employee is only coming back temporarily and may leave again if their original concerns or needs aren't met.
Ensuring that you address any past issues and assess fit carefully is critical to minimizing these risks.
Why do employees return to their former employers?
Many return because the new job didn’t meet their expectations.
Others come back for better culture or personal reasons.
Learn More...
One of the most common reasons employees return is that their new job didn’t live up to its promises.
This could be due to poor management, lack of growth opportunities, or even a cultural mismatch at the new company.
Additionally, many employees return because they miss the positive culture, relationships, or stability that they experienced with their previous employer.
Other reasons include personal life events that have changed, such as completing an education program or family responsibilities that kept them away.
Returning to a familiar environment can offer them a sense of security and growth opportunities they may not have found elsewhere.
How can businesses ensure a successful boomerang hire?
Conduct a thorough interview and address past issues.
Ensure expectations are aligned before rehiring.
Learn More...
To make a boomerang hire successful, companies should treat the rehiring process as seriously as any other hire.
Conduct a thorough interview to ensure the returning employee’s motivations are aligned with the company’s needs.
Be transparent about what has changed at the company since they left and set clear expectations about the new role or position they’re returning to.
It’s also important to address any past issues that led to their departure to ensure these problems don’t resurface.
With clear communication and alignment on expectations, you can set up both the company and the employee for long-term success.
Do boomerang employees cost more to rehire?
Boomerang employees may expect higher pay if they’ve gained new skills.
However, they usually save companies money on training and onboarding.
Learn More...
While boomerang employees may request higher salaries due to the experience they gained during their time away, the cost-saving benefits often outweigh these additional expenses.
They require less time and fewer resources to onboard and train since they’re already familiar with the company’s processes.
In many cases, boomerang employees save businesses a significant amount of time and money compared to hiring someone completely new.
This is particularly true in fast-paced or high-growth environments where onboarding times can slow down productivity.
The key is ensuring their new compensation aligns with the value they bring upon their return.
In Summary…
Boomerang employees offer a unique and valuable opportunity for growing businesses.
By understanding the key benefits, such as reduced onboarding time, cost savings, and fresh perspectives, you can make informed hiring decisions that positively impact your company.
However, as outlined in this article, it’s just as crucial to manage the potential risks, like workplace tension or loyalty concerns, by addressing past issues and ensuring cultural fit before rehiring.
In practical terms, businesses that strategically rehire boomerang employees can accelerate their growth by tapping into experienced talent while saving on the costs and time typically spent training new hires.
This approach not only strengthens team loyalty but also provides fresh insights and potential client connections that can lead to increased revenue.
By applying the advice in this article, you gain:
- Faster Productivity: Boomerang employees integrate quickly, helping your business grow with minimal disruption.
- Cost Efficiency: Reduced recruitment and training expenses save you money, while increasing the overall efficiency of your hiring process.
- Innovative Thinking: Rehiring former employees allows you to benefit from their newly acquired skills and perspectives, giving your business a competitive edge.
- Long-term Growth: Retaining returning employees with a clear path for growth leads to improved loyalty and long-term success for your business.
If you’re ready to leverage the power of boomerang employees and other strategies to scale your business faster and more efficiently, schedule a consultation call with Business Initiative today.
Let’s discuss how we can help you build a stronger, more resilient team.
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Resources and Additional Information
Articles
This article explores the best practices for rehiring employees, covering the risks, benefits, and steps needed to make an informed decision.
Discover how boomerang employees can play a key role in scaling your business, along with strategies to minimize the risks.
A detailed report on the rise of boomerang employees and the specific industries benefiting from this trend.
Videos
A video that breaks down the pros and cons of rehiring, providing real-world examples of companies that have found success with boomerang employees.
Step-by-step guidance on interviewing and integrating returning employees, ensuring alignment with your business goals.
Classes & Courses
An online course designed for business owners and HR professionals, covering smart hiring strategies, including how to make informed decisions when considering boomerang employees.
Available on platforms like Coursera and LinkedIn Learning.
A workshop focused on how to retain top talent and how to approach rehiring, with insights into loyalty programs, alumni networks, and more.
Offered through business development programs at major universities.
Reports
A comprehensive study analyzing the long-term effects of rehiring former employees, including data on retention rates, productivity gains, and cost efficiency.
Learn how to track key performance indicators related to employee turnover and assess the potential for rehiring former staff.
Tools & Platforms
Tools like Almabase allow businesses to build and maintain relationships with former employees, making it easier to reach out when you’re ready to bring them back.
Use platforms like CultureAmp to conduct stay interviews with current employees and exit interviews with departing ones. This feedback will help you better understand the potential for future boomerang hires.
By utilizing these resources, you’ll gain deeper insights into the best strategies for rehiring boomerang employees, tracking talent, and strengthening your overall workforce.
If you’re ready to take the next step, reach out to Business Initiative for a consultation, or subscribe to our Initiative Newsletter for regular updates on business growth, hiring strategies, and more.
Sources
- HR Brew - Boomerang Employees in a Cooling Labor Market
- Harvard Business Review - The Promise and Risk of Boomerang Employees
- Forbes - Rehiring a Boomerang Employee: 15 Things to Consider First
- Indeed - Pros and Cons of Boomerang Employees
- MIT Sloan Review - The Benefits and Risks of Rehiring a Boomerang Employee
- BetterUp - Boomerang Employees
