by: Yin Lo | Client Relationship Manager
Employers are always looking to add fresh talent to their company. But what about former employees who may already have the skills and are looking to come back? Should employers hire back former employees? Companies typically give employees a rehire eligibility status based on how they leave the company—on good or bad terms, or per manager’s request. However, there are several more factors to take into consideration before deciding whether or not to rehire a former employee.
First you’ll want to evaluate the ex-employee’s reason for leaving. Was there a reasonable explanation for the departure such as relocation, personal reason, or a layoff? Or was it because the employee jumped on the first new opportunity available elsewhere? If the latter is the case, consider the chances of the employee doing it again.
Second, consider the employee’s tenure. Take into consideration not only the employee’s time with your company but length of employment with other companies as well. If there is habitual “job hopping,” be aware that this may not be the individual’s last stop for employment.
Past performance is a strong indicator of future performance. How did the employee perform while on the job previously and will the same work ethics still apply? Don’t forget that attendance and tardiness directly affects performance too!
Does the new position and functions correlate with what the employee is seeking? Or is the employee taking the position during the interim of his/her job search? Candidates who come across as overly ambitious can often lose an opportunity if they come across too confident or overqualified in an interview, but other times they really are just looking for a second chance. On the other hand, make sure there is enough of a fit to keep the employee there long enough to carry out the responsibilities or else you’ll find yourself refilling an empty seat again soon.
One of my clients said it best when he said “everyone is a hard worker in the interview.” As the employer, your role is to pull out as much information as you can (without breaking any employee rights’ laws of course) during the interview so you can select the best candidate. This is not accomplished by reviewing answers alone but also verifiable components. Putting in the extra time to ask the right questions and do homework will prove beneficial in the long run.
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