Latest news with #boomerangemployees
Forbes
29-06-2025
- Business
- Forbes
Build A Bridge: Why Every Company Needs An On-Ramp Strategy For Former Employees
Employees leave for many reasons—but often want to return. Re-employment strategies are a smart, ... More low-cost way to build a more loyal, future-ready workforce. Career paths are no longer linear. Not only are employees of all ages changing careers and starting over, but many are stepping away from work altogether. Whether for caregiving, mental health, personal growth and development or simply a reset, some of the best employees choose to take a break. What many of them want, however, is a way to return to work when the time is right. At the same time, many employers struggle to fill vacant positions. Re-employment options are one way to address both challenges. Employers that make onramping former employees a possibility unlock a hidden asset to talent sustainability–experienced, high-performing, values-aligned talent ready to re-engage. While the last few decades have seen return to work programs focused on mid-career professionals, particularly parents re-entering after child-rearing or caregiving responsibilities, re-entry programs for retirees are quickly emerging. The reality is that workers of all ages and life stages sometimes want or need to step out of the workplace. The Business Case for Rehiring Former Employees In March 2025, rehires (also known as boomerang employees) made up 35 percent of new hires, up from 31 percent a year earlier, according to ADP Research. There's a clear reason why rehires are on the rise–a shrinking, ageing talent market. Increased longevity, combined with decades-long declines in birth rates–a demographic duo that challenges talent sustainability strategies worldwide. To offset the decreasing talent pipeline and knowledge drain, leaders are focused on new models for attracting and retaining talent. The benefits of rehiring former employees in good standing make a strong case for talent sustainability. From easing the burden and cost of recruitment to boosting brand reputation, rehiring former employees makes good business sense. Re-employment is faster, not only in terms of interview time and background checks required but also because employee data may still be stored in the system. Rehires are also faster to onboard because they already understand the company culture. 'The boomerang's foundational understanding of the social systems that underpin the organization gives them a clear advantage over new hires who have to learn these nuances from the ground up,' according to MIT Sloan. 'This is especially true in large organizations with complex systems, divisions, and hierarchies.' Studies conducted by Harvard Business Review suggest that re-hiring former employees can save up to 50% in recruitment expenses. Companies invest a lot in employee training and development, so keeping the door open for their return saves money. Returning employees allow a company to recoup some of its previous investment–not only in recruiting but also in training and development, according to one study. Aimed at helping companies reduce the expense of high turnover, the study concluded that a cost-effective method was to keep the door open to rehiring valuable workers who leave. Rehires are typically more satisfied and more committed than external hires and therefore stay longer. When employees feel a sense of loyalty and belonging, they are 167% more likely to recommend their company as a great place to work to others–increasing reputation exponentially–internally and externally. 'Returning employees reinforce your company culture and validate leadership effectiveness,' writes Carol Warner. 'Their choice to come back sends a strong signal of confidence that can elevate overall morale.' In other words, onramping former employees is a lower cost, high loyalty approach to building a resilient workforce that caters to employees of all ages and life stages. How to Structure a Re-Employment Option To ensure fairness and build a credible program, clearly communicate the eligibility criteria via multiple internal channels, specifically voluntary or redundancy exits of employees in good standing, based on performance and conduct. The more flexible the company is with its return timeline–for example, up to 10 years–the larger the talent pool. The standard process for the exit interview should include a reminder that a future on-ramp is a possibility. Before employees leave, have them join any alum groups so they can receive current job openings and company news. Make yearly calls to former employees to gauge their interest in a possible return. Offer reskilling pathways for those who may want a different type of job. Keep data on the percentage of employees that express interest and successfully return. And how long they stay once back onboard. Share stories internally to help normalize the employee rehires and build internal morale. Build a Bridge and They Will Come Instead of off-ramps as a final exit, companies that offer re-employment options can increase employee trust and belonging while also future-proofing their workforce. Not only does this strategy acknowledge high-performing employees but also the personal demands of life. In a world where careers stretch longer than ever and talent shortages are the norm, organizations can't afford to lose good employees permanently. By giving employees the time they want and need to step away while creating pathways to return, companies build more flexible, resilient and loyal teams.
Forbes
24-06-2025
- Business
- Forbes
Would You Go Back To Your Ex-Employer?
This is a published version of Forbes' Careers Newsletter. Click here to subscribe and get it in your inbox every Tuesday. A tough market has job seekers looking at their former employers for new positions. There's an eerie amount of phrases that apply to both breaking up with your partner and leaving your job: 'It's not you, it's me'; 'I think it's time we part ways'; 'I've found something else.' But as the time it takes to find a new job seems to grow endless (on average, it now takes about six months), would you ever consider going back to an ex? According to payroll processor ADP, an increasing number of American workers are returning to their old employers, many of which are eager to bring back trained and vetted candidates. Boomerang employees made up 35% of new hires in March, up from 31% last year across sectors, and they made up an average of 45% of hires at information firms over the last 12 months. The appeal of hiring a former employee comes after a number of tech workers left their positions during 'The Great Resignation' of 2021 and 2022. Benefiting from a job seeker-friendly market, many applicants were offered cushy salaries and competitive compensation packages at new firms. But the grass isn't always greener on the other side. As tech companies cut middle management and AI continues to reduce workforces at even the largest companies, workers are tapping into their networks—like old bosses—for future opportunities. And hiring former workers is a bonus for employers, too. Boomerang workers often know the culture and require less training. 'Elevated economic uncertainty might be inspiring a return to familiar relationships,' ADP chief economist Nela Richardson wrote in the report. So let this trend serve as a reminder: Don't burn bridges with former employers, because they could just as soon be your future one. In other news, it's a hot week for the majority of the United States, so I hope you're staying cool and hydrated. Happy reading! WORK SMARTER Practical insights and advice from Forbes staff and contributors to help you succeed in your job, accelerate your career and lead smarter. Changing your mindset from 'What can I do?' to 'What can I build?' can help you earn $3,000 a month with your side hustle. Being curious and driven is key to standing out in the AI age. Feeling unproductive at work? Try these brain hacks to remain focused. TOUCH BASE News from the world of work. More than 1,000 Americans per day became millionaires in 2024, senior contributor Pamela Danziger reports, helping to reach a total of 24 million millionaires in the U.S. A strong economy and stock market propelled the newcomers into the two-comma club. Amazon CEO Andy Jassy expects AI to reduce its workforce. Jassy told Amazon employees that the rapid rise in AI will mean the company will 'need fewer people doing some of the jobs that are being done today and more people doing other types of jobs.' The memo came just before Amazon told remote employees to relocate to a select number of hubs or lose their severance, according to Bloomberg. The Trump Administration laid off another 639 workers on Friday, this time from federally-funded news outlet Voice of America. The media company publishes news about the U.S. in 40 languages across the globe, ensuring accurate news in places where where free press is restricted. Truckers across the country are worried about losing their jobs as a mandatory English language requirement goes into effect. In April, President Trump signed an executive order requiring interstate tuckers to read and speak the language proficiently in order to maintain their licenses. Now, trucking schools are printing out scripts of English phrases for drivers to know in case they're pulled over for roadside inspections, the AP reports. Lululemon cut 150 corporate staff from its North America team as the company faces tariff and consumer trouble. New entrants in the athleisure space are also taking market share away from the Canadian company, meaning sales and revenue projections are down for the year. NUMBER TO NOTE 400% VIDEO How Generative AI is Changing Creative Work With Adobe's CTO QUIZ What company, known for providing 'flexible on-demand work,' is now hopping into the data-labeling industry? A. Upwork B. LinkedIn C. Uber D. Lyft Check if you got it right here.
Forbes
12-06-2025
- Business
- Forbes
5 Reasons To Accept A Job Offer From Your Former Employer
The phone rings, and it's your former manager with a job offer to come back to your old company. Your initial reaction might be one of confusion, skepticism or even a little satisfaction. After all, they reached out to you. But then the doubts start creeping in. Does accepting a job offer from your previous employer mean you're taking a step back in your career? According to ADP Research, boomerang employees accounted for 35% of all new hires in March 2025, up from 31% the previous year and marking an all-time high. This trend spans industries, with the information sector leading with a remarkable 68% of new hires being former employees. Companies like Cognizant have welcomed back 13,000 former employees from 40 countries, with Chief People Officer Kathy Diaz reporting a 40% surge in returning employees over the past two years. These numbers paint a clear picture. Returning to a former employer isn't a regression but rather a career advancement. If you're considering a boomerang opportunity, here are five compelling reasons why accepting that job offer from your former employer could be the smartest career move you'll make. When you return to a former employer, you already understand the company's culture, decision-making processes and key relationships. This institutional knowledge translates into immediate productivity gains. Nela Richardson, ADP's chief economist and ESG officer, describes boomerang employees as having "the best of the new hires and the best of the existing workforce in one person. They get the fresh ideas, the fresh outlook, the new experiences, and someone who's been perhaps successful in their former role." While external hires spend months figuring out how things work, you can jump in and make an impact from day one, positioning yourself for high-visibility projects and rapid career advancement. Document specific examples of how your institutional knowledge will create immediate value. Prepare concrete scenarios that demonstrate how you can address current challenges or contribute to ongoing projects without the typical learning curve. Create a 30-60-90 day impact plan to present during salary negotiations, highlighting quick wins you can achieve based on your existing knowledge of the company. A job offer from a former manager puts you in a uniquely powerful negotiating position. Your previous employer already knows your capabilities and work ethic, while you've gained external experience that makes you more valuable than when you originally left. You can command higher compensation based on the skills and insights you've acquired elsewhere, combined with your existing knowledge of the company. Research current market rates for your role and create a comprehensive compensation package that includes both monetary benefits (salary, bonus, equity) and non-monetary perks (remote work, flexible schedules, additional vacation time, professional development budget). Schedule informal conversations with former co-workers to learn about the company's current salary structure and recent changes in benefits or work arrangements. The experience you've gained at other organizations sets you apart from internal candidates. Your outside perspective helps you spot solutions and opportunities that long-time employees often miss. You bring fresh eyes to ongoing challenges and can share ideas from different industries, making you invaluable for driving innovation. Before accepting the job offer, prepare specific examples of best practices, technologies or methodologies you've learned that could benefit your former employer. Focus on innovations that address known challenges or could create new opportunities. Identify several concrete improvements you could implement in your first six months, backed by successful examples from your external experience. Organizations evolve, and the reasons you originally left might no longer exist. Leadership changes, cultural shifts and strategic pivots can transform a workplace dramatically. What felt like insurmountable issues might have been addressed through new management, policy changes or organizational restructuring. Create a list of specific questions to ask about changes in leadership, policies and culture. Also, look for structural improvements, like new reporting relationships or revised performance management systems. Schedule one-on-one meetings with former colleagues who are still at the company to receive honest feedback about the current environment and any changes that have occurred since your departure. When a former employer extends a job offer, especially through personalized outreach, it signals that you're someone they've specifically identified as valuable. This targeted approach suggests that they're serious about bringing you back and are probably willing to make a competitive job offer. Evaluate whether the outreach feels personalized or like mass recruitment. Genuine interest should include specific details about why they want you back and what role they envision for you. Ask specific questions about why they're reaching out now, what's changed since you left and what unique value they see you bringing to the organization in this new context. While accepting a job offer from a former employer can be beneficial, you should proceed carefully. Be honest about what's driving you to consider going back by asking yourself tough questions and being mindful of potential red flags. Trust your instincts during this evaluation process. If conversations with trusted sources reveal that little has changed, or if you're still experiencing the same negative emotions, returning might not be the right choice. The rise in boomerang hires highlights clear advantages for both employers and returning professionals. When considering a job offer from a former employer, evaluate it as rigorously as any major career decision. Reflect on how the role aligns with your long-term goals, what has changed since your departure and where you now have greater leverage. Rejoining a previous employer lets you combine institutional knowledge with a fresh perspective. When the timing and circumstances are right, returning could be one of your smartest career moves.
