The costs of rehiring former employees

The talent we want is scarce on the job market. As such, we're thinking of rehiring resigned employees, many of whom are open to the idea. Would you view this as the best and fastest solution? Please advise. — Gossip Girl.

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‘The answer is “yes” in terms of being a tentative solution. It could be the fastest solution, but not necessarily the best. One answer is to implement a long-term program in parallel with hiring “boomerang workers,” aka former employees who want to return.

However, a long-term program requires systematic coaching and intensive training of current workers, so they become eligible for promotion when the right time comes.

But youre right. In a job market where finding and retaining talent feels like trying to catch water with a sieve, the idea of rehiring former employees is a practical option. They know the company culture, you know their strengths (and weaknesses), and onboarding is quicker.

What could go wrong? Let us count the ways. Some are obvious while others are hidden. While hiring boomerang employees makes strategic sense, many organizations easily overlook the hidden costs and unintended consequences.

It’s crucial to look beyond the nostalgia and convenience and assess whether returning employees are truly the best fit today and in the future, not yesterday.

FUTURE PROBLEMS

Before deciding on hiring boomerang workers, take a good look at their resignation letters. What was the reason for their departure? Whether it was low pay, burnout, interpersonal conflict, dissatisfaction with management, or misalignment with the company’s direction, the reasons that made them leave truly matter.