Boomerang employees are former employees who have left your organization, only to return at a later date. This trend has been on the rise. And it raises the question of how to handle these returning employees.
Hiring boomerang employees seems sensible because of their years of experience and history at the company. This is particularly relevant for positions that are harder to fill. However, like any candidates, they should be interviewed and carefully assessed before you consider rehiring them.
Are you unsure of how to conduct an interview with a former employee? In order to prepare you, read through our guide for the top interview questions to ask boomerang employees.
Benefits Of Hiring Boomerang Employees
In a study on the boomerang employee phenomenon, 61% of people said they would consider returning to their old job. With an established alumni network in place, you can keep track of past employees and stay informed about potential boomerang employees.
There are some distinct advantages to hiring boomerang employees.
A former employee:
- Has more knowledge about your company culture than other candidates.
- Already knows the ins and outs of your business’s daily routine.
- Is familiar with the organizational culture.
- Allows for an easier onboarding process than a new hire.
- Has the experience and skills you need.
- Will save time when recruiting talent for positions at the company.
Yet despite these clear advantages, boomerang employees should always be handled on a case-by-case basis. And when considering rehiring these former employees, there are key questions you should be asking during the interview process.
Important Interview Questions for Boomerang Employees
The questions below are essential for hiring managers considering hiring a boomerang employee.
1.  What Was Your Reason for Leaving?
What made your employee quit in the first place? If your employee didn’t give a satisfactory answer to this question in their exit interview, be sure to get one during this interview process. There are many different possibilities why your employee left.
These could be work-related or a misunderstanding of job expectations. Or even more deep-seated personal life reasons. However, if interpersonal issues with other employees made them want to leave, that could be a red flag.
Without the right communication and conflict resolution skills, unresolved issues with existing employees will likely resurface. And no matter their talent, it might be best to pass on rehiring a returning employee if they’re unwilling to address these issues.
2.  Why Do You Want to Return to This Company?
This question may seem unnecessary (and the answer obvious), but don’t fail to ask it of your boomerang employee. The answer, and your employee’s intentions, may not be what you think. And much may have changed since they previously worked for you.
While it’s nice to believe that your former staff member is returning because they missed the company culture, there may also be other factors at play. The answer may have a lot to do with where they chose to work after leaving your company.
3.  What Have You Been Doing Since You Left?
Finding out what sort of work and life experiences your ex-employee has had in their absence, may give you a clue to their current mindset. Perhaps their priorities have changed, and they now seek a better work-life balance. Or their job since they left might not have been challenging enough.
Has your former employee acquired new skills that are relevant to the position they’re applying for? This is very important, as it could qualify your boomerang employee for a more senior position than the one they had before.
Also, enquire if they originally left because they felt that improving their skills was not an option at your company. This could potentially highlight areas in your upskilling and training programs that you need to address.
4.  Why Do You Now Want To Leave The Job That You Left Us For?
If your employee left your organization to take a position elsewhere, why are they wanting to leave that company now? Is there a valid reason, or are they complaining about the same issues that made them want to leave you in the first place?
If there is a valid reason, how does it compare to their position in your organization? By understanding why good employees leave, you’ll be better able to increase employee retention.
5.  Are the Issues That Made You Want to Leave, Still Relevant?
Boomerang workers often leave because of job frustrations, but later regret their decision. If they left because of frustrations with their role in the company or inability to meet the requirements of their job description, that may be resolved now.
An open, direct, and honest conversation about these obstacles is key. Distance from the company and a chance to improve their skills may have made all the difference to their opinions of their previous role.
Issues with a former coworker/line manager are a possible cause for concern. They may need more deft handling if those colleagues are still around.
The fact is, boomerang workers are a flight risk. When interviewing any potential boomerang employee, remember that if they left before, they could leave again.
Final Thoughts on Interview Questions to Ask Boomerang Employees
Employees leave for a variety of reasons, and sometimes they wish to return at a later date. Many former staff members who left during the great resignation may wish to return now. Should you rehire a former employee?
Rehiring former employees seems logical at first, especially in a tight labor market. You already know that they have the expertise and skills required. And, as a bonus, they are familiar with the inner workings of your organization.
However, an official interview is still necessary. And to make the right decision, you must ask the right questions.
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