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Thinking of Going Back? What to Know Before Returning to a Former Employer
June 29, 2025
The traditional view of employee turnover is being challenged by a new, strategic twist—boomerang employees. These are workers who leave a company, gain experience elsewhere, and then return—often with more skills and a deeper appreciation for their original employer. As talent shortages persist and workplace dynamics evolve, more companies are exploring the value of hiring back their former staff.
So, is welcoming back a past employee a smart move or a step backward? Let’s explore.
Why Boomerang Hires Are on the Rise
Several workplace trends are fueling the return of former employees:
- Post-pandemic career shifts: Many professionals explored new opportunities in 2021–2023 and are now looking for stability or purpose in familiar places.
- Tight labor market: Employers are competing for a limited pool of experienced, reliable talent.
- Reputation matters: If your company has a strong culture, former employees may be eager to return once they’ve experienced other work environments.
According to a LinkedIn survey, nearly 15% of all new hires in recent years are actually boomerang employees, and that number is growing.
The Benefits of Rehiring Former Employees
1. Faster Onboarding
Boomerang hires already know your systems, culture, and expectations—shortening onboarding and training times significantly.
2. Improved Loyalty
Returning employees often bring a renewed sense of loyalty and clarity, having compared your organization to others.
3. Added Skills
Many return with new skills, certifications, or industry perspectives that benefit your team.
4. Better Culture Fit
Since they’ve worked with your company before, you’re not taking a gamble on how they’ll mesh with your team dynamics.
Potential Drawbacks and How to Address Them
While rehiring can be beneficial, it’s important to avoid common pitfalls:
- Unresolved issues: Make sure any past friction has been addressed before extending an offer.
- Stagnation risk: Ensure the boomerang hire isn’t returning due to lack of other options or comfort over growth.
- Team dynamics: Consider how existing team members might perceive the rehire—especially if promotions or raises are involved.
Best Practice: Conduct a candid rehire interview to assess not just interest, but intent, growth, and fit.
Best Practices for Rehiring Former Employees
✔ Keep the Door Open
Exit interviews should end on a positive note. Make it clear that valued employees are welcome back under the right conditions.
✔ Stay in Touch
Create an alumni network or mailing list for former employees. A simple touchpoint can keep your company top-of-mind.
✔ Set Expectations
Clearly define the role, expectations, and any changes since the employee left. Don’t assume their old habits still serve current needs.
✔ Evaluate Like Any Other Candidate
While it’s tempting to fast-track a known entity, go through the same vetting process to ensure alignment with today’s goals.
When Boomerang Hires Are a Great Fit
- High-performing employees who left for professional development
- Workers who left due to personal circumstances, not performance
- Employees who express genuine growth and interest in returning
- Past interns or contract workers with proven track records
Final Thoughts
Rehiring a former employee can feel like a gamble—but when done strategically, it’s often a win-win. These professionals return with deeper insights, renewed motivation, and the kind of cultural alignment that’s hard to find in a cold hire. As the workforce continues to evolve, boomerang hiring is no longer just a trend—it’s becoming a smart strategy for growth-focused employers.
Call to Action
Looking to build a more resilient workforce with proven talent?
At Transnational Staffing, we help employers identify high-impact candidates—whether they’re new to your team or ready to return. 📞 Contact us today to find your next great hire.
