SUBSCRIBE: Newsletter

Human Resources

Toggle

Article

Why I won’t re-hire a former employee



Don't miss the opportunity to shout about your successes in recruitment and talent acquisition - the Asia Recruitment Awards is
the only regional awards to celebrate the best in-house teams and recruitment solution providers.
Finalists announced!

Welcoming back ex-employees – or “boomerang employees” – is becoming a popular recruiting practice, as the rationale for it is simple.

Former staff members already understand the organisation’s work structure and culture, which makes them less risky hires.

But it’s undeniable that potential emotional and organisational pitfalls exist in this hiring scenario.

Firstly, there are always questions to deal with: Why did he/she leave in the first place? Won’t he/she leave again?

Obviously, there was a clear reason why the ex-employee left the company, and even though the willingness of the employee to re-join the same company suggests that he/she may have gotten over that reason, it doesn’t suggest the reason isn’t present anymore.

This reason to quit can take on any form – from annoying colleagues, to lack of a cultural fit, to a shortage of career development opportunities.

Until and unless organisations are clear that these issues have been resolved, there will always be a risk that the employee will leave again.

ALSO READ: Is HR really ready to hire back former staff?

Marry that with the fact that the employee in question is a flight risk, and the probability of them leaving only increases – he/she has left before when things got too tough, what’s to say they won’t do it again?

It’s easy to counter that by saying that even if there’s a risk of the employee quitting again, the valuable and familiar skills that he/she brings in make this risk a worthy one to take.

But the one thing they forget in such a scenario is that things have changed. Their information is from a different time and context, when the organisation was facing different challenges, and when the employee had a smaller breadth of experiences and skills.

By the time of return, both the employee and the company might have changed, and that employee’s skills might not be suited for the organisation’s current set of challenges.

And this can only lead to the employee encountering difficulty fitting in, and perhaps also cracks in working relationships.

In such a situation, an objective and vigorous hiring assessment needs to be made to ensure the candidate is suitable for the role at hand.

It’s easy to rely on old and familiar faces to help overcome talent challenges – especially those whom we’ve had good working experiences with – but the easy way out isn’t necessarily the perfect way out.

Instead, ask yourself whether a fresh start with a new candidate, and a new set of skills and experiences might be better to boost your organisation’s growth.

Image: Shutterstock



Gathering 50 top regional chief HR and senior business leaders at a three-day business retreat forum, the exclusive HR Innovation Leaders' Summit will happen from September 9-11. Get involved.

 
Akankasha Dewan

Human Resources Magazine Singapore
With a passion for the written word, and a deep interest in the wide-ranging secrets of the HR industry, Akankasha spends her time writing and conversing about the people dimension of the corporate world. She also fights criticisms against Fifty Shades of Grey by night.

Read More News

Trending

Leave a Reply

You must be logged in to post a comment.