| |
|
|
| Hiring, Terminations and Retention |
| Recruiting Tip: Consider luring a |
Mark was bittersweet about leaving his job. He’d enjoyed the corporate culture, but greener pastures were beckoning. A perceptive supervisor noticed his hesitance during an exit interview. Because he was a valued employee, she made it clear to him that if his new job was somehow a disappointment, he could be reinstated and get his seniority back.
This firm’s willingness to re-hire returning, or “boomerang” employees saves the company a significant chunk of it’s recruiting and training budget. In addition, it helps reinforce the message that “employees are a company’s greatest asset.”
Rehiring employees can be fraught with difficulty, but if you follow some previously set guidelines, and exercise consistency in offering incentives to returning employees, you should have significant success keeping boomerang employees on board.
- Conduct a thorough exit interview, and allow the employee to be candid about the reason he or she is leaving.
- Stay in touch. Simply alerting former employees to improvements within the company via e-mail has the potential of prompting some to return. Subtle contacts like conducting informal surveys helps a former employee “keep you in mind”.
- Update yourself. When the employee returns, be sure to take note of any qualifications that might have changed during the employee’s absence such as additional degrees, certifications or specialized training.
- Find out what was missed. You’ll learn a lot about what motivated that particular employee by finding out what aspect of the company culture they missed most.
- Be cautious about the message you’re sending to other employees. You don’t want everyone to get the idea that if they leave, they can come back later and get more. Establish a consistent policy for how changes in compensation, if any, will be handled for returning employees.
Be sure to contact our office for more ideas for attracting and retaining valuable employees.
| |
|
|
 |
