A trend that may come as a surprise to some is the number of employees returning to companies they previously left. Boomerang employees are becoming increasingly common across industries. According to recent research from ADP, in March of this year, more than one-third of all new hires were boomerang employees, making up just 2% of the workforce.
The boomerang binge, as it is being termed, was especially prominent in the tech sector, where 68% of hires in March were from previous employees. This represents a 2x increase over the same period a year earlier. Over the past year, 45% of tech hires have been former employees returning to the company.
The trend gained momentum in late 2020, following pandemic-related layoffs that led employers to rehire workers who had been let go earlier in the year. Then, in 2022, during the so-called Great Resignation, many employees left companies for greener pastures, thereby lowering the overall percentage of boomerang hires. Employees have come to realize that the grass is not always greener, and since that time, boomerang hires have been on the rise.
According to Korn Ferry, bringing back former employees reduces risks in hiring and operations. These employees are more of a known commodity. “It wasn’t that long ago that many organizations considered boomerangs to be old news at best, and persona non grata at worst. But that attitude started to change in the aftermath of COVID-19.” The cost of recruiting boomerang employees is much lower, and the time required to onboard them is shorter, meaning they hit the ground running and contribute immediately.
In many cases, companies require specific skill sets, and individuals who have held these roles previously are attractive candidates. “For an employer, hiring a boomerang could mean less guesswork about whether a candidate can thrive in a role. Instead of having to go through a potentially time-consuming process—parsing what exactly an applicant did somewhere else, asking for references at other organizations—a hiring manager can just question people within the organization about how the candidate performed their job the last time around.”
Another aspect that makes boomerang candidates appealing is their understanding of the company’s culture, processes, and systems. Their time away may offer new perspectives that can enhance the culture and shed new light on thinking. It is essential to note that former employees should still be vetted to ensure they don’t have any lingering issues from their previous tenure at the company. If they are currently looking and harbouring ill will, it could negatively impact the culture.
If you are an employee considering a return to a former employer, start by making a list of contacts you could reach out to to determine if the opportunity is one you want to pursue. You may find that some of these people have also moved on to new companies, opening new opportunities to consider.
You can also contact HR, headhunters, or recruiters the company works with to let them know of your interest in returning to the company. You’ll want to prepare your talk track, demonstrating what new skills you’ve developed in your time away. Having a personal value proposition will increase your chances of landing an interview, demonstrate that you’ve done your homework, and show the company that you’re serious about coming back and not just checking in.
If you’re evaluating whether boomerang candidates are the best option, our executive search team can assist. Just send us a note.