Q&A: Should we rehire someone who quit us?

Dan Marzullo, CEO and Founder of Drafted
Mar 31, 2022

If you haven’t already, you’ll soon be faced with more boomerang employees than ever before.  Many employees who left during the Great Resignation are looking to return. How should you handle this? Dan Marzullo, CEO and Founder of Drafted, shares a few questions to ask yourself to help you decide whether to rehire a former […]

If you haven’t already, you’ll soon be faced with more boomerang employees than ever before. 

Many employees who left during the Great Resignation are looking to return. How should you handle this?

Dan Marzullo, CEO and Founder of Drafted, shares a few questions to ask yourself to help you decide whether to rehire a former employee. 

After you listen: 

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On this episode, you’ll hear: 

  • [00:30] What boomerang employees are
  • [01:45] Questions to ask boomerang employees
  • [02:45] How boomerang employees may benefit you
  • [03:45] Reasons you may not want to rehire a former employee

Transcript

Should you rehire people who left you in the big quit?

Welcome to the show that shows you how to shift given source this paperwork to people, operation for the new world of work. How by answering one question at the time

today, to help us answer your question. Here’s Dan Marzullo Founder and CEO of Drafted. Now, this is a great question. And there are many factors to consider and questions to ask yourself. But before we dive into those, I want to talk about a common hiring trend. That’s become more prevalent and isn’t going anywhere.

And that is the term of boomerang. So what is a boomerang employee and a boomerang employee, as someone who leaves for a specific reason and then comes back common examples include someone that quits to take a break from burnout, right? Maybe during the great resignation and coronavirus. They just felt extremely burnt out and just generally needed a break from work and took some time off.

Another popular example of a boomerang employee is someone who takes on a new opportunity. Right. They find another position with another company that they feel might provide better opportunities or advancement. Other common factors could have been. They decided to be a stay at home parent, right. Maybe they decided to start freelancing or maybe they just genuinely wanted to try something new or pursue a different hobby or passion, whatever that reason is, they ultimately ended up coming back.

Maybe that opportunity, wasn’t what they expected, right? The grass was greener on the other side. Maybe they’ve recovered from that burnout period and they’re feeling refreshed and ready to get back to work. Whatever their reason was for leaving. It’s important. Ask why they left. If you’re considering bringing an individual back, you need to have that conversation with them to understand why they left to help prevent any future conflicts or separations and keep that individual with your team.

For the long-term questions that you want to ask you. Why does that employee want to come back? Right? Maybe did they take a role at another organization? And it just did not provide the advancement opportunities that they thought it would, which was the reason that they left in the first place. Maybe that role, wasn’t what they thought.

Maybe they were unhappy in that position. So they want to come back. The next question that we want to look at here. What do they bring back to the table? If you’re considering bringing them back as a part of your team? The most common thing here is you’re going to cut costs on hiring, right? If you were to hire a new employee, you’re going to have to do a lot of training.

Um, get them up to speed on the culture of the organization that costs a lot in both time and financial resources. Someone that’s already been with your company has already gone through the screening process is trained in that position, understands the values, the mission, the culture, and the workplace of your organization.

So that makes it much quicker to reintegrate someone into a part of your team there. The other thing to consider here is. New skills, maybe that employee that left acquired some new skills at another organization and is now bringing those back, which is even more valuable to your team, right? Maybe they can be more efficient in their role or might even be eligible for.

Uh, more responsibility because of something that they’ve learned during their time away. So what valuable assets are they bringing back that are really going to help you thrive? That’s something that you want to think about when considering bringing someone back in reasons that you might not want to bring someone back are going to be.

Maybe they were stealing from you, right? Maybe harassment and discrimination were causing problems or inappropriate behavior. Right. And lastly, you know, this gives you a chance to weed out those individuals that were not quite a good fit for your team in any other ways that you’d noticed during your time working with that person.

So these are the questions you want to ask and things to continue. When bringing someone back on who left in the big quit?

Do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to [email protected]

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