You want top talent filling your company’s vacancies. And competition is fierce in today’s job market! But you’re probably overlooking (or at least underutilizing) your very own pool of candidates with solid skills and a smooth cultural fit—your company’s former employees.

Whether they’re called rehires, boomerangs, or alumni; if they left voluntarily or involuntarily; these former employees understand the company’s culture, core operations, and expectations of its staff. And if done properly, hiring a boomerang can save the company time and money, and ensure future retention.

PROS for rehiring a former employee:

• Training & onboarding. Been there, done that! Instead of a complete screening, training, and onboarding, you’re probably looking at a chat about what’s changed since you parted ways.
• Productivity. Having been there before, whether at the company and/or in the same position, alums get up to top speed—and top productivity—much faster than their new-hire counterparts.
• New skills & perspectives. Much like a brand-new face, rehires can bring a fresh perspective with the skills and contacts acquired during their time away.
• You already know this person and they already know you. So the odds of a catastrophic cultural mismatch are much lower than they are with a new hire. Employees who leave and come back also know that the grass isn’t greener on the other side, so they’re much less likely to leave again.

CONS for rehiring a former employee:

• Bad attitude. Resentment from involuntarily separated employees aside, what potential negativity lurks in employees who left voluntarily? Every exit interview hides unaired truths. Maybe one employee secretly hated their boss, or another needed a better work-life balance. Employees may not even realize how they feel toward the company until they report to work again. So there may be bitterness bubbling just below the surface.
• Current-employee backlash. Backlash usually stems from jealousy, and can hurt employee morale. Was a current employee passed over in favor of a rehire? Is the rehire getting better pay or perks than employees who stayed the course? Are some staffers making a big fuss over the employee’s return?
• Quick turnover. This job could be a rehire’s “sure thing” on the way to something better. For the hiring process, this detour could leave you worse than when you started.

QUESTIONS to ask before rehiring a former employee:

• Why did the employee leave? Whether the separation was voluntary or involuntary, how did the company fare when this person left the first time? Were the employees relieved or regretful?
• Is this the best candidate for the job? Rehiring is easier than new-hiring, and can save time and money, especially in a crunch. But is the rehire really the best candidate for the job, or are they the easy means to an end?
• Is a current hire being overlooked? Is a comparable, interested candidate already working for the company? Would it cause current-employee backlash if you didn’t promote from within?

HOW to rehire a former employee:

• Build an alumni network. Like any work-related network, it’s important to keep communication open with former employees. Think an alumni newsletter or social media sites like LinkedIn and Facebook.
• Show mutual value. This means showing that the company is still valuable to its alumni and that the alumni are valuable to the company. Give back to alumni through a free professional development course or a “homecoming” company picnic; a great experience will spark interest and discussion.
• Maintain a rehire database. Keep your most desirable rehires at hand in a database complete with personal information, performance reviews, and management comments.
• Be selective. Remember that not every employee can (or should) be brought back. You still need someone who will succeed in the position and at the company. Make sure a rehire is the best choice!