A recent survey conducted by Swiss recruitment specialist Robert Walters reveals that 69% of Swiss professionals are open to the idea of returning to their former employer, potentially offering a crucial solution to the global talent shortage. Rehiring former employees can significantly alleviate the pressure on organizations in the tight labor market where many positions are challenging to fill.
Keeping the door open
According to Robert Walters’ recent survey, many respondents maintain some form of contact with their previous manager. 24% of them do so primarily to keep the door open for future job opportunities. Additionally, 6% admitted they haven't yet approached their former employer about a possible return but intend to do so.
Salary and management: key factors
Insights from the Robert Walters survey shed light on the motivations of these ‘boomerang employees.’ 29% express that a better salary package would entice them to return, while 31% indicate that a change in the management team could convince them to come back.
Endorsement from business leaders
Returning employees also appear to be viewed positively by employers. A staggering 79% of surveyed Swiss business leaders express openness to welcoming back a valuable employee. While 9% remain cautious, 12% are not in favor.
Christian Atkinson, country manager at Robert Walters, adds: "The tight labor market undoubtedly plays a significant role here. Many positions are challenging to fill, so rehiring former employees who left on good terms is undoubtedly a good idea. They are familiar with the work dynamics and company culture, requiring less training and onboarding time. This speeds up and simplifies the onboarding process. Moreover, there's a greater likelihood that they will be more engaged and committed to the organization because they returned voluntarily."
Creating a path for return
No organization likes to see valuable employees leave. Therefore, it is crucial for organizations to create a positive offboarding experience, informing departing employees that the door is open for a potential return, whether in the same role or a new one.
To make the most of boomerang employees, organizations need to establish clear policies and procedures for rehiring former staff. Christian Atkinson emphasizes, "Such policies are a must, especially when someone returns to a higher position than when they left. As a business leader, you must ensure that every employee has suitable growth opportunities within the organization. Otherwise, you risk conveying the message that the path to promotion or better compensation is a boomerang route. And that should not be the intention."
Keeping the door open
According to Robert Walters’ recent survey, many respondents maintain some form of contact with their previous manager. 24% of them do so primarily to keep the door open for future job opportunities. Additionally, 6% admitted they haven't yet approached their former employer about a possible return but intend to do so.
Salary and management: key factors
Insights from the Robert Walters survey shed light on the motivations of these ‘boomerang employees.’ 29% express that a better salary package would entice them to return, while 31% indicate that a change in the management team could convince them to come back.
Endorsement from business leaders
Returning employees also appear to be viewed positively by employers. A staggering 79% of surveyed Swiss business leaders express openness to welcoming back a valuable employee. While 9% remain cautious, 12% are not in favor.
Christian Atkinson, country manager at Robert Walters, adds: "The tight labor market undoubtedly plays a significant role here. Many positions are challenging to fill, so rehiring former employees who left on good terms is undoubtedly a good idea. They are familiar with the work dynamics and company culture, requiring less training and onboarding time. This speeds up and simplifies the onboarding process. Moreover, there's a greater likelihood that they will be more engaged and committed to the organization because they returned voluntarily."
Creating a path for return
No organization likes to see valuable employees leave. Therefore, it is crucial for organizations to create a positive offboarding experience, informing departing employees that the door is open for a potential return, whether in the same role or a new one.
To make the most of boomerang employees, organizations need to establish clear policies and procedures for rehiring former staff. Christian Atkinson emphasizes, "Such policies are a must, especially when someone returns to a higher position than when they left. As a business leader, you must ensure that every employee has suitable growth opportunities within the organization. Otherwise, you risk conveying the message that the path to promotion or better compensation is a boomerang route. And that should not be the intention."
