Is the Re-recruitment of Former Employees Part of Your Recruiting Strategy? | Brian Heger

Talent Acquisition
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Many organizations seek ways to identify and recruit from untapped talent pools to gain a talent advantage. However, one talent segment that is often underutilized is former employees, sometimes referred to as ‘boomerang employees.’

While not all former employees should be re-recruited, some may desire to return to their previous organization, bringing with them in-demand skills. Also:

  1. Possible Performance Advantage?  study published in the Academy of Management Journal revealed that former employees often outperform new hires, especially in roles requiring strong relational skills and internal coordination.
  2. Optimal Timeframe for Recruitment?  A Visier analysis of 3 million employee records across 120 organizations over a four-year period discovered that the average time away for employees resigning from and returning to their previous employer is 13 months. The likelihood of a former employee returning sharply declines after being away for 16 months. These data points suggest that the critical time frame for rehiring former employees falls between 13 to 16 months.

Does your organization have a strategy for identifying and re-recruiting former employees? Use my template to begin identifying employees you may want to target for re-recruitment.