Should we rehire someone who quit our company?

In today’s difficult talent market you’re not alone in wondering if it’s worthwhile to rehire someone who quit. The answer probably depends on how good an employee they were and the circumstances of their leaving. You might want to consider both before you make an offer.

Were they a good employee? If they were, you’ll be ahead of the curve when it comes to training – they already know the work and the culture of the organization. If they can hit the ground running you’ll be saving time and resources in training costs and will probably see them up to peak productivity levels much sooner than a new hire.

Were they lured away from your company? Today’s recruiters are poaching at unheard-of rates. They may have enticed your employee to quit with the promise of a better job elsewhere. Or your staffer may have been pulled onto the ‘Great Resignation’ bandwagon. Many workers believe a tight talent market is the time to resign, only to find they made a mistake by leaving.

Your ex-staffer may have quickly found the grass wasn’t greener on the other side of the fence. Rehiring them can not only get you back to productivity faster, they’ll be likely to spread the word to other employees that jumping ship wasn’t as good as advertised.

When they quit, did they give sufficient notice – the standard two-weeks? If they did, professionalism should work in their favor. Many workers have been asked to start their new company immediately – not giving their current employer notice. That’s becoming more common, so you may factor whether they were pressured into quitting asap when you decide.

How long ago did they leave? If it’s been a short while, they’re able to jump right back into their role – you may not have even had a chance to rehire. If it’s been a long separation, you’ll want to make sure the time they’ve spent in the interim still qualifies them to do your work. If they’ve gone up the corporate ladder during the time away, for example, they may be asking for their old job back as a temporary measure until they find something better. Make sure they’re in a position to stay with you, this time around.

There are definite plusses to hiring an ex-employee, particularly those who resigned and were not terminated. They know the work, have relationships with customers and peers and they’re settled into the culture of the organization. Many companies designate separated employees as ‘eligible for / not eligible for rehire.’ If you have no reason not to, other than they were temporarily enticed to leave, they might be worth rehiring.

Dan Marzullo, CEO and Founder of Drafted, shares questions to ask yourself when making this decision.

1. What are boomerang employees?

Boomerang employees are a hiring trend that aren’t going anywhere. In short, a boomerang employee is someone who leaves your organization and then comes back. In the wake of the Great Resignation, many organizations will face the question of whether they should rehire employees who left and now want to return.

2. Why do they want to come back?

If you’re considering rehiring an individual, you need to understand why they left and why they want to come back. This will prevent future issues and keep the individual with your team for the long term.

3. What do they bring back to the table?

It’s easier to re-integrate a former team member than to bring a brand-new employee up to speed. Hiring someone who was previously a part of your organization will save you time and money in onboarding. Former employees may also have acquired new skills during their time away that will benefit your organization.

4. Why might you not want to bring them back?

Inappropriate behavior and misconduct are clear reasons not to rehire a former employee. Poor fit and poor performance are also reasons you may not want to bring an individual back.

For more help deciding whether to rehire employees who left your organization, watch the video below.