Boomerang employees: a solution to the talent shortage?
A recent survey conducted by Swiss recruiter Robert Walters shows that 69% of Swiss professionals are open to the idea of returning to their former employer. This is potentially a key solution to the global talent shortage. Re-hiring former employees can ease the burden on companies and reduce pressure in a tight labor market where it is often difficult to fill vacancies.
Keep the door open
According to the latest Robert Walters survey, many respondents maintain some form of contact with their former manager. 24% of them do so primarily to keep the door open for future employment opportunities. In addition, 6% admitted that they have not yet approached their former employer about a possible return, but intend to do so.
Support from company managers
Returning employees also appear to be viewed positively by employers. An astonishing 79% of the Swiss company managers surveyed are open to welcoming back a valuable employee. While 9% are reluctant, 12% are not in favor.
Christian Atkinson, Country Manager at Robert Walters, adds: "The tight labor market undoubtedly plays an important role here. Many positions are difficult to fill, so rehiring former employees who have left on good terms is undoubtedly a good idea. They are familiar with the work dynamics and company culture and require less time for training and induction. This speeds up and simplifies the induction process. They are also more likely to be more committed to the company because they have returned voluntarily."
Creating a path to return
No company likes to see valuable employees leave the company. It is therefore important for companies to create a positive offboarding experience and let departing employees know that the door is open for a possible return, be it in the same or a new role.
To get the best out of boomerang employees, companies need to establish clear policies and procedures for rehiring former employees. Christian Atkinson emphasizes: "Such policies are a must, especially if someone is returning to a higher position than they left. As a business leader, you must ensure that every employee has suitable development opportunities within the company. Otherwise, you run the risk of sending the message that the path to promotion or better pay is a boomerang. And that shouldn't be the intention."
Source: www.robertwalters.com
