Boomerang Employees: The PROS and CONS

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​Boomerang employees, or former employees who return to work for a company, are becoming more common in today's tight labour market. Companies are increasingly recognizing the value of these employees, who already have knowledge of the organisation and its culture, as well as relationships with colleagues and customers. However, there are both pros and cons to hiring boomerang staff, which should be carefully considered before making a decision.

Pros of hiring boomerang staff:

1.     Familiarity with the organization:
Boomerang employees already know the ins and outs of the organisation, its policies, and its culture. This can save time and money on training, and make it easier for them to hit the ground running when they return to work. This familiarity also means that they are more likely to fit in with the company culture and contribute to its success.
2.     Existing relationships with colleagues and customers:
Boomerang employees have already established relationships with colleagues and customers, which can be valuable when they return to work. These relationships can help to build trust and rapport, and make it easier for them to collaborate with others and get things done.
3.     Increased engagement and loyalty:
Boomerang employees are often more engaged and loyal than new hires, as they have already demonstrated a commitment to the organization by returning to work there. This increased engagement and loyalty can translate into improved job performance, higher levels of productivity, and reduced turnover.
4.     Cost-effective recruitment:
Hiring boomerang staff can be more cost-effective than recruiting new employees. This is because the organization already has a relationship with the employee, which means that there is no need to spend money on advertising or recruitment fees. Additionally, because boomerang employees already know the organisation, they require less training and are more likely to be productive from day one.

Cons of hiring boomerang staff:

1.     Limited fresh perspective:
Boomerang employees may have limited fresh perspective, as they are already familiar with the organization's culture and practices. This can make it difficult for them to bring new ideas and approaches to the organisation, which could limit innovation and growth.
2.     Potential for past conflicts:
Boomerang employees may have had conflicts with colleagues or managers in the past, which could resurface when they return to work. These conflicts can be disruptive to the workplace and may negatively impact team dynamics.
3.     Resistance to change:
Boomerang employees may be resistant to change, particularly if they are returning to a role that they previously held. This resistance to change can make it difficult to implement new processes or technologies, which could limit the organisation's ability to adapt and innovate.
4.     Limited diversity of thought:
Boomerang employees may have limited diversity of thought, particularly if they are returning to a role that they previously held. This can make it difficult for the organization to benefit from fresh perspectives and ideas, which could limit innovation and growth.

In looking at bringing back a previous employee, it is important to examine the reasons why the employee originally left; whether a redundancy or lay off or whether the employee left voluntarily.  Consideration should also be given to what the employee has been doing in the interim; Has their career progressed? Have they acquired new skills/experience, which the organisation will benefit from?  It may be tempting to fill a difficult recruitment in this tight labour market with a former employee, given the upfront cost and time savings, but what are the hidden costs/opportunity costs?

In conclusion, while there are both pros and cons to hiring boomerang staff, there are several factors that organisations should consider before making a decision. If the organisation is looking to save time and money on training, build on existing relationships with colleagues and customers, and improve employee engagement and loyalty, then hiring boomerang staff may be a good option. However, if the organisation is looking for fresh perspectives and ideas, or if there were past conflicts with the employee, then hiring a new employee may be a better option.

Regardless of the decision, it is important for the organisation to communicate effectively with the employee throughout the recruitment process. This communication should be transparent, honest, and open, and should include an assessment of the employee's skills and abilities, as well as any potential challenges or concerns that may arise. By doing so, the organisation can ensure that it makes the best decision for its needs.

 Fifth Executive is a boutique recruitment agency specialising in the recruitment of top sales talent.

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