what is the typical compensation for consultants returning to their former workplace

In that location can be plenty of reasons to rehire a erstwhile employee. In today's article, we'll take a look at the pros and cons of rehiring people who have previously worked for your company. Nosotros'll also discuss best practices and share a rehire policy example. Here goes!

Contents
Pros of rehiring a former employee
Cons of rehiring a former employee
Rehire best practices
Rehire policy case
Wrap-up
FAQ

Pros of rehiring a sometime employee

If you desire to rehire a former employee – also referred to as a boomerang employee – at that place are several pros and cons to take into consideration. Let's outset with the former.

• They already know the visitor. Boomerang employees know the company within and out. They are familiar with its people, culture, systems, and processes. In other words, they know what to expect. This reduces the chance of a (culture) misfit considerably.
• They reach their OPL faster. Since onetime employees already know their way around the company, they'll need less training and time to achieve their Optimum Productivity Level (OPL).
• They bring new perspectives. An employee who has worked for a unlike company for a while has probably learned new skills and experienced dissimilar ways of doing things. As a result, they bring new ideas and fresh perspectives when they come up back.
• It'south price-effective. Hiring a boomerang employee can be interesting from a fiscal point of view too. Non merely practice they need less training and time to get fully operational, it also takes less effort to recruit them.
• They boost employee morale. When a former employee returns to their previous employer, they implicitly – and maybe even explicitly – tell other employees that the grass isn't always greener elsewhere. Otherwise, why would they've come up dorsum?

Cons of rehiring a onetime employee

• They may non be the all-time candidate. The ease of rehiring a boomerang employee may unconsciously cloud the recruiter and the hiring managing director's judgment. The benefits mentioned above can make a former employee seem similar 'a sure thing,' While this may be the instance, it doesn't necessarily brand them the best person for the chore.
• The may leave over again. They left the company one time and then they won't hesitate to do then again. Even though boomerang employees know the grass isn't e'er greener elsewhere, they likewise know they tin can always come up back.
• They could feel entitled and/or hold a grudge. When you lot rehire a onetime employee, strictly speaking, they are a 'new hire' especially if they've been away for a long time. They may see this differently though and could expect, for instance, special perks and college bounty. Too, if a former employee had a quarrel with their director or a co-worker, these issues may resurface when they are reunited.

Rehire All-time Practices

The best practices listed in this department aim to reduce the drawbacks of rehiring a sometime employee and to optimize the rehiring procedure.

1. Maintain a talent pool

When employees leave the organization, a good manner to stay in touch is past adding them to a talent pool. Doing so will let you to ship them updates on the latest developments within the visitor, vacancies and other relevant information.

Having a talent puddle works both ways. Information technology makes information technology easier for a former employee to reach out to their previous employer and vice versa. The candidates in your talent pool aren't limited to but former employees with a permanent, total-fourth dimension contract, past the fashion. A contingent worker – meaning a freelancer, contained contractor, consultant, etc. – who performed satisfactorily and who fit in the company culture should too be added to your talent pool.

2. Create a rehire policy

Having a policy in place volition help you build a structured procedure for hiring boomerang employees. A rehire policy is also a good style to ascertain who could potentially come dorsum to the company and who tin can't.

Think for instance of employees who left considering they felt they couldn't further their career at the time, or people who wanted to take on new responsibilities as examples of the former. If, all the same, an employee left on bad terms, considering of their unprofessional beliefs or a dispute with their manager or colleagues, or if they were poor performers, yous may desire to preclude them from coming dorsum.

We'll include a downloadable rehire policy instance at the stop of this article.

iii. Interview before you lot rehire

One thing your rehire policy should definitely cover is interviewing erstwhile employees. It may exist tempting to skip this role of the hiring procedure, since you're dealing with someone who already worked for the company, but information technology's important to still accept an interview procedure in place to:

• Understand why they left in the first place (check for instance their answers to your leave interview questions) and whether or non these reasons still exist
• Inquire the former employee the same questions as any other candidate so you'll be able to assess and score all candidates the same style
• Set expectations on both sides

iv. Reboard

Things are likely to have changed since the onetime employee left the company, fifty-fifty if they were gone for a relatively short period of time. Colleagues may have left and new people may have joined and, especially since the Covid-crunch, new ways of working may have replaced the sometime ones.

This is why you need to take a reboarding procedure in place for your boomerang employees. Elements yous may want to cover include:

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• New systems and technologies the employee will be using + relevant training
• Remote work and office policies due to Covid-19
• Team collaboration practices and squad building activities

You lot can use your existing employee onboarding process – possibly in combination with your new employee orientation – as a basis and arrange them where necessary to create your reboarding program.

5. Discuss compensation and benefits

Talking about expectations includes a give-and-take about compensation and benefits. A erstwhile employee may await to earn (at least) the same equally they did earlier or perhaps fifty-fifty more than that. Since they've been away and gained feel elsewhere, they may as well feel that they should be in a more senior position.

These are all topics that should exist addressed earlier you rehire someone. On the mean solar day they start their new chore, in that location should be no misunderstandings regarding people's seniority, bacon and benefits parcel.

6. Recall of the team

The recruiter and hiring managing director may think it's a great idea to rehire a erstwhile employee, just the squad they'll be working with may encounter this differently.

Therefore, before you make the terminal hiring determination, inquire the people who will exist working directly with the former employee how they feel well-nigh welcoming that person dorsum in the team.

Rehire policy example

Here is a sample rehire policy that yous can edit or adjust for your business organization. Please go on in mind that this is just an example of what a basic policycould look like. The text does not take into business relationship any relevant local laws and regulations and it's not a legal document.

[Company] Rehire Policy

Our [Company] rehire policy outlines the rules for rehiring former employees.

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Who is eligible for rehire

Employees who left the company for one of the following reasons can be considered for rehire if their performance at [Company] was satisfactory:

• Voluntary resignation
• Company lay-offs due to business organization needs
• Expired contract
• Termination for other reasons except for violation of company policies, illegal or unethical beliefs

Who is not eligible for rehire

Employees who left the company for i of the following reasons will, in general, not exist considered for rehire:

• Termination for violation of company policies, illegal or unethical behavior
• Termination due to an unsatisfactory rating on their virtually contempo performance evaluation
• Job abandonment
• Not showing upwards on the starting time day after accepting a job offering

Employee status and benefits

1. Onetime employees who've been with u.s.a. for less than [12] months volition be considered new hires if they are rehired. As such, they volition [partly] become through our hiring and onboarding process.
2. Former employees who've been with usa for more than [12] months may non take to become through all the hiring and onboarding procedure. These employees can be recognized for seniority and they can be eligible to participate in our visitor's benefits plans. This is the case if a quondam employee is rehired, and if they were absent for a shorter period than the menstruum they previously worked at [Company]. For example, Joe worked for us for 5 years, went elsewhere for 3 years, and came back.
3. Former employees who've been away for more than than [Ten] years will be considered new hires in any case.

Rehire procedure

When a quondam employee applies, this is the procedure that should be followed:

• HR verifies whether or non the employee is eligible based on the criteria layed out in this policy.
• If they are eligible and qualified for the position they apply for, and have been with [Company] for less than [12] months, they go through our standard hiring procedure. If rehired, they go through our standard employee onboarding.
• If they are eligible and qualified for the position they use for, and have been with [Company] for more than [12] months, they become through at least a [pre-employment cess/pre-screening/etc.] and an interview. If rehired, the go through our custom reboarding plan.

Yous can download this rehire policy example hither (in PDF).

Wrap-up

Rehiring a former employee can have important benefits for your organization. Boomerang employees know the civilisation of the visitor and they can bring a fresh perspective on the concern. But, on the other hand, they can also feel entitled or hold a grudge. To reduce the drawbacks of rehiring a former employee and to optimize the rehiring procedure it'southward expert to go on the best practices listed in this article in listen – and to create a rehire policy.

FAQ

What are the benefits of rehiring a old employee?

Benefits of rehiring a erstwhile employee include the fact that they already know the company and its culture, they reach their OPL faster, they have gained new skills and experience during their time away, and that they tin can boost employee morale.

What are the drawbacks of rehiring a former employee?

Disadvantages of rehiring a former employee include the fact that they may leave over again, they may feel entitled or hold a grudge, and that they may not be the all-time candidate for the job.

What are rehire all-time practices?

Best practices include having a rehire policy, maintaining a talent pool, interviewing one-time employees, reboarding, discussing compensationa and benefits, and involving the team members.

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Source: https://www.aihr.com/blog/rehire-former-employee/

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