You want top talent filling your company’s vacancies. But that can be tough in today’s job market, when many folks are out of the workforce or holding out for the work environment to settle down. 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, or if they left voluntarily or involuntarily, these former employees understand the company’s culture, core operations, and expectations of its staff. They’re the fish you know in a sea of uncertainty, 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 and onboarding. This isn’t their first time at this rodeo. Instead of a complete screening, training, and onboarding process, you’re looking at a chat about what’s changed since you parted ways. Bonus for saving time and money.
• Productivity. Having been here before, whether at the company and/or in the same position, alums get up to top productivity much faster than their new-hire counterparts.
• New skills and perspectives. Much like a brand-new face, rehires can bring a fresh perspective with the skills and contacts acquired during their time away. Chances are they’ve improved since the last time you saw them, and as an extra benefit, they’re able to share with fellow employees all the positive changes the company has made in their absence.
• Cost savings. Bringing on a boomerang employee can mean big recruitment savings: up to $20,000 per hire.
• Retention. You already know this person and they already know you. A catastrophic cultural mismatch is much less likely 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 more likely to stay put this time.

Cons for rehiring an alumni employee

• 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 fuss over the employee’s return, perhaps because of past bad blood?
• Bad attitude. What potential negativity lurks in employees who left voluntarily (that “bad blood” up there)? Every exit interview has its share of dirty laundry. Maybe an employee hated their boss, butted heads with a nosey coworker, or 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. On the flip side, bad attitude may come in the form of entitlement, since they may not consider themselves a new hire. And then there may be stubbornness about adapting to change that happened in their absence….
• Quick turnover. This job could be a rehire’s “sure thing” on the way to something better. Try to vet this out before bringing on a boomerang. This detour could leave you worse than when you started.

Questions to ask before rehiring a boomerang employee

• Why did the employee leave? This employee parted ways with your company for a reason. Unless you identify that reason and correct it, you’re sure to face a repeat performance. 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 hiring fresh, 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 about 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 in a database complete with personal information, performance reviews, and management comments. When a job opportunity arises, reach out and ask them to consider coming back.
• 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!