It’s not uncommon for employees to leave an organization and then reapply for an open position with the same company sometime later. This situation, known as boomeranging, can put employers in an awkward position, depending on the reasons for the initial separation. Employees who left on good terms might be welcomed back, though rehiring them is not always risk-free. If a resume with a familiar name lands on their desk, employers must carefully weigh the pros and cons of boomerang employees.
Table of Contents
What is a boomerang employee? Definition explained
A boomerang employee is a worker who separates from an employer and returns to the organization in the near future. They’re common in seasonal businesses that rehire many of the same people when customer activity is high. In recent years, companies with more stable workforces have also realized the potential benefits of boomerang employees.
Why do former employees return?
The “grass is always greener on the other side” aptly applies to some boomerang employees. They leave one employer for another, only to find that the new place of business isn’t as satisfying as they thought it would be. They may not get along with their new manager, the culture may not be a good fit or the commute is too long. Whatever the reason, these employees might seek to return to their prior job.
In other cases, employees depart for reasons unrelated to their job. They might resign to care for a sick loved one, return to school or relocate for a spouse. These individuals sometimes become boomerang employees if the external circumstances that led to their resignation are resolved – e.g., they graduate or move back to the area – and want to resume work.
Hiring 101: Guidebook for Growing Businesses
Download NowWhat are the pros and cons of boomerang employees?
Boomerang employees have a track record with their former employer. That prior history can either prove beneficial or it may cause workforce disruptions, depending on the circumstances. Consequently, employers usually must consider the advantages and disadvantages of boomerang employees on a case-by-case basis.
Boomerang employee advantages
When filling an open position, most employers want a win-win situation for their entire team. Boomerang employees can sometimes fit the bill.
Cost reductions
Filling open positions can be expensive and time consuming. Hiring a previous worker may help reduce costs because employers usually don’t have to spend as many resources on recruitment, interviewing and onboarding.
Productivity improvements
Depending on how long they’ve been gone, boomerang employees likely already know the business’s mission, products or services, and customers. They may need less training than new employees and can start contributing to the team from day one.
New skills and perspectives
Boomerang employees sometimes develop new skills during their time away from their former employer. For instance, they might receive additional training or earn a certification. This knowledge may translate into fresh perspectives and innovative ideas that help drive business growth.
Cultural fit
Assimilation is one of the most difficult aspects of onboarding new hires. Boomerang employees, in contrast, have a better idea of what they’re signing up for and are less likely to have trouble fitting in. However, adjustments may still be necessary if the workplace culture evolved during the employee’s absence.
Workforce morale
Rehiring a former employee sends a strong positive message to the rest of the workforce. And if the individual was well-liked, bringing that person back on board may energize everyone’s sense of camaraderie.
Hiring foresight
Employers know a boomerang employee’s strengths, weaknesses and performance expectations. This insight makes former employees less of a hiring risk than candidates with whom employers have no personal experience.
Boomerang employee disadvantages
Despite the aforementioned benefits, welcoming back a former employee could pose some challenges.
Increased compensation costs
While hiring boomerang employees may reduce recruitment and training-related expenses, it may also increase compensation costs. Returning workers sometimes expect to earn more than they did previously, especially if they gained additional experience or certifications during their time away.
Unresolved personnel issues
Did the former employee leave because of conflict with a manager or a lack of benefits, learning opportunities and advancement prospects? If these issues haven’t been resolved, the individual may be poorly engaged upon return. Employers should review exit interviews and address the reasons why boomerang employees left the organization before reconsidering them for employment.
Workplace resentment
Employees can sometimes feel threatened when a former teammate returns with new skills. Tensions may further increase if the boomerang employee is given an elevated role or higher pay grade. Employers may need to explain to their team why they’re rehiring someone and the potential benefits that person brings to the company.
Passage of time
Boomerang employees may no longer be a cultural fit if the organization changed significantly in the time they were gone. They might expect certain policies or procedures to still be in place and could struggle to acclimate to new ways of doing business. Employers must be upfront with boomerang employees about all workplace changes to avoid causing disruption and tension.
Questions to consider with boomerang employees
Before rehiring a former employee, employers may want to seek answers to these questions:
Why did the boomerang employee leave?
Employers should review the boomerang employee’s file to determine the reason for the initial separation. Was it a personal or family-related obligation? A lack of advancement opportunities? An educational endeavor? Whatever the reason, employers must consider whether it is still likely to be a factor if they rehire the person.
What were the boomerang employee’s strengths and weaknesses?
When desperate to fill an open position, employers sometimes gloss over a boomerang employee’s negative qualities. Or, if enough time has passed, they may have forgotten positive impressions from the first employment period. Employers should talk to former supervisors and colleagues to develop more complete profiles of boomerang workers.
Why does the employee want to return?
Missing former colleagues does not justify a return, nor does failure in a subsequent job. What employers want to hear is that boomerang employees have experienced career growth and developed additional capabilities. The individuals should also express confidence that their newly acquired skills can benefit the company.
Frequently asked questions about a job boomerang
Why are boomerang employees often the best performers?
Boomerang employees are sometimes more productive than new hires because of their prior experience and familiarity with the business model. They usually can begin contributing to projects quickly with minimal time spent onboarding and training.
How common are boomerang employees?
Boomerang employees are more common today than in years past. Many companies used to prohibit rehires, but some changed their policies following the Great Resignation in 2021 when employees who left their jobs later wanted to return.
Do boomerang employees get paid more?
Boomerang employees sometimes receive more compensation than they did during their previous stint with an employer. The raise is often warranted if the individual gained more experience, new skills or additional certifications during their time away from the company.
How long do boomerang employees stay?
How long a boomerang employee stays with an employer the second time around largely depends on whether the reasons for the initial separation were addressed. For example, if the employee left due to a lack of benefits and the employer-sponsored benefits package hasn’t improved, chances are slim that the individual will be engaged.
Are boomerang employees more loyal?
Loyalty is sometimes an issue with boomerang employees. Employers can’t always be sure that these workers won’t leave again, especially if there are unresolved personnel issues from the first departure. Employers must find out why a boomerang employee wants to return and gauge the individual’s commitment to avoid creating a revolving door.
Why do so many boomerang employees come back?
Boomerang employees often return to their employers because their reasons for leaving were not job-related. Resignations to pursue caregiving roles, higher education and geographic relocations are all common examples. In other cases, the employee departs for greener pastures at another company only to find that the new place of employment isn’t as ideal as the last one.
This article is intended to be used as a starting point in analyzing the boomeranging meaning and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.
