What Are Boomerang Employees? Meaning, Pros and Cons

Boomerang employees are people who leave a company and later return to work for the same company. This has become more common as workers try other paths and then decide to come back. Research from ADP shows that boomerang employees made up 35 percent of all new hires in March, the highest rate since tracking began in 2018. Many employers and HR professionals now view hiring boomerang employees as a practical way to fill roles while protecting company culture.

What are boomerang employees?

Boomerang employees are workers who leave one job and then return to their previous employer after some time away. They often bring new skills learned at different companies. The hiring process feels more familiar because the person already understands the workplace. This helps the team and the rehired employee settle in faster.

These returning workers may have left for career growth or higher salary at another firm. Later they decide on the old job or a similar role that offers better balance or culture. Employers gain someone with a proven track record. The approach supports both sides without starting with external hires.

Boomerang employees often return with new skills and experience outside your organization. Never let them go again by making sure you offer competitive pay. CompAnalyst® helps you compare pay with market rates.

Why do former employees return?

Former employees return for several practical reasons that benefit both the person and the organization.

• According to SHRM research, many come back because the new job failed to meet expectations on career growth or company culture, so they seek the known support of their former employer.

• An employee may acquire new skills at one organization and then return to find better conditions or higher salaries at the current organization.

• There is evidence that employees may leave due to personal reasons such as ill health in a family member or the need for time off. Once their personal circumstances are settled, these employees then seek to return to previous employers.

• If employees are engaged and leave on good terms, then return visits are more likely to be made without malaise.

• While the great resignation has caused many to seek higher salaries elsewhere, factors such as a lack of alumni network or team can bring them back.

CompAnalyst® helps employers review compensation against market information, which can support discussions about competitive pay when a former employee considers returning.

How to handle boomerang employees?

Handling boomerang employees well begins with clear and fair steps that respect the person and the organization.

1. According to SHRM guidance, the hiring manager should review the full track record and talk openly about why the former employee left and what has changed.

2. Maintain an alumni network so that former employees remain connected and are informed about new positions or opportunities before looking for new work.

3. Ensure that the returned employee fits into the current organizational culture and that existing employees are comfortable with the return.

4. Modify the interview to include skills acquired during the absence and clarify the expectations for the position.

5. Frame the return positively by providing appropriate salary and benefits and reducing hiring costs due to less training time.

HR teams can also use the CompAnalyst® tools to maintain pay ranges and understand the cost of compensation changes.

Pros and cons on hiring boomerang employees

Hiring boomerang employees brings clear advantages and some drawbacks that HR professionals and employers must consider.

Pros

• A key pro is lower hiring costs and faster productivity because the person already knows the systems and needs less training than external hires.

• Another pro is stronger employee engagement since returning workers often feel more loyal and help other employees by sharing a fresh perspective.

• Pros include bringing new skills from another company while keeping the same company knowledge that supports career growth for the whole team.

• Boomerang employees earn an average of 25% more than before

Cons

• A main con is possible resentment from other team members who may feel the open position should go to internal candidates first.

• Another con can be time consuming talks about whether old issues or bad blood remain, or if the person left after burning bridges.

• Cons also include the risk that the person may leave again for higher pay or a new job if the same problems that caused the first exit still exist.

Boomerang employee interview questions examples

Good interview questions help the hiring manager learn if the former employee is ready to return in a positive way.

1. Inquire about any new skills gained at the previous company and how those skills could be applied to the current opening.

2. Ask why the candidate left the previous company for the first time and what has changed to make it the right time to return.

3. Ask about how the candidate handled self-reflection between their time at the previous and current company as well as what is most important in a company culture today.

4. Ask about expectations for salary and career advancement as well as how the candidate plans to work with former coworkers and other coworkers.

5. Ask about anything the candidate has learned from other companies or other industries that could be used to make the company better for all.

FAQs

Here are some FAQs for better understanding.

Who should be eligible for rehire?

Individuals who have left on good terms and maintained a strong employment record should be considered for reemployment. Recruitment is most effective when the previous position or a position comparable to it fits the individual's current skills.

In large companies, these policies are typically explicit and provide a sense of fairness to all employees. This option remains open and does not pose a problem to the organization.

Why do so many boomerang employees come back?

A number of boomerang employees make the return due to the grass not being greener with the second employer. These employees often miss the culture of the company, their teammates, and the benefits that were tailored to their lifestyle.

When offered a new position or higher salary, they often find that a better work-life balance was available with their previous employer. If both parties remain open, this presents a great opportunity for returning employees.

How long should a company wait before rehiring a former employee?

Most organizations will wait several months minimum to allow the employee to develop new, genuine skills and for the organization to undergo some change. However, waiting too long presents the risk that if the employee accepts another offer elsewhere, then the opportunity will be lost.

A shorter waiting period is appropriate if the position is suitable for a very quick fill, and the employee has left for personal reasons. Clear timing allows everyone to feel that the response is fair and thoughtful.