The lack of qualified workers in some professions reinforces the interest of companies to re-employ their former employees with whom they had good experience. There are, however, also certain risks in recruiting employees who had already worked with the company in the past. On one hand, they already know the corporate culture of the company as well as many of its employees and clients. Therefore you will not have to provide them with initial training as the complete newcomers. On the other hand, your company as well as they themselves could have changed a lot since the time they left.
You can have different rules and procedures and they a different approach to work than before. You should also be certain that the reasons for their departure from the company are not valid any longer. Moreover, what is also very important is how the once-again colleagues are going to be accepted by your current employees. If you really decide to rehire former employees you must be able to explain it to your current staff.
The following practical tips for efficient recruitment of former employees were published on the server Careerbuilder.com by the Robert Half International staffing firm.
1. Approach former employees as carefully as any other unknown job applicants
Thoroughly examine their skills and references. Concentrate on what were they doing after their departure from your company and how were they further developing in their field. Ask directly, what they think that you can offer them.
2. Do not think that there is nothing you must explain to them
Be aware of the fact that not even the former employees will understand everything immediately. Introduce them to their new superiors as well as to the methods of their assessment. Explain to them the change in responsibilities at the position they are going to occupy again. Entrust some of your employees to be available to them during the first weeks.
3. Check regularly how the boomerang employees are doing
Rehired employees tend not to ask questions in order to avoid looking like they do not understand something they should. It is therefore your task to be in a possession of a process for regular evaluation of their progress. Talk to them and provide them space for their questions.
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