As new generations enter the workforce and mobility, both internationally and within specific sectors increases, we are losing an age-old pillar of business; the “lifers”. It is almost unheard of nowadays to come across an individual who has spent their entire career within one organisation (says he who has helped build Alexander Mann Solutions for the past 18 years) – especially if they are a top performer with in-demand specialist skills. So what does this mean for employers? Well, as the likelihood of top talent looking outside of their own workplace for career opportunities increases, the responsibility is falling on talent acquisition specialists to lay the groundwork for bringing them back into the fold in the future.

But what specific advice would we give those seeking to keep strong ties with former employees so that they return as “boomerangs”?

Know who you would bring back

It may be easy to label the departing members of staff who you would not re-hire, but surprisingly few employers can identify whom they would want to become a boomerang. In order to make the right decisions, we would recommend instating a strategy or checklist:

• Target those with hard-to-find skills such as in specialised engineering or technology.
• Consider the possibility that they could return with a well-qualified team or even new clients. (subject to non-compete agreements, of course). These individuals are especially valuable in sectors like software development, investment banking and professional services.
• Look at  past performance ratings. A tenured employee with a stellar record is probably someone you’d readily welcome back.
• Consider their experience outside the company. Has it made them even more valuable? Perhaps they will bring back competitive intelligence or new ways of effective working.
• Always remember those who were a strong cultural fit to your organisation’s values.

Make sure parting is such sweet sorrow

The last few days for an employee can be as formative as their first in terms of their lasting impression of the business, and will contribute strongly to any future relationships. A report by Aberdeen Group revealed that only 29% of companies have a formal off-boarding process in place, which means that there is much scope for error. The best way to retain a good bond is to follow up with previous employees – ask them if they had any outstanding concerns when they left and address those as completely and honestly as you can. And provide positive feedback – those who give negative criticism will risk burning bridges.

Don’t wait for them to come to you

Once your highest-valued former employees have been pre-identified and entered into your pipeline, the talent acquisition team should reach out to them – preferably every 12 months – to check their progress and continue a relationship. By including them in relevant talent acquisition campaigns, the door is left wide open for their return. But don’t expect them to come back to you automatically. When the time is right, be brave and ask if they would consider returning, or if they would potentially recommend any candidates from their own professional networks.

Build a killer alumni relations programme

This is an excellent tool for keeping in touch with potential boomerangs. A culture that values both current and former employees is a huge draw for candidates. Dedicated alumni websites managed directly by the business are now being used by more than 50% of respondents in the Aberdeen Group survey – especially within the law, accounting and consultancy sectors. Often, these sites are anchored by the promotion of networking and professional development events, highlights of alumni career moves, job opportunities and even corporate discount purchase programmes to former employees.

Socialise!

Social media sites are ideal places to share updates and alert alumni to job opportunities whilst keeping in contact. Encourage them to join your LinkedIn groups or follow the company on Twitter or Facebook.

Use your internal referral network

Why not consider “re-referral” awards? These incentivise employees to keep in touch with former colleagues and often increase levels of excitement amongst current staff.

Make it worth their while

Just about everyone wants to work for an organisation with a great culture where they get on with their colleagues and enjoy the work. But it would be naïve to assume that remuneration does not play a key role. Some organisations restore a boomerang’s prior service and retirement rewards if they re-join without a certain time period.

Bottom line: don’t frown on a returner

Leaving a job is rarely easy, and often both sides are left second-guessing. Personal relationships may be frayed and projects can be impacted. Although you may question, “where did we go wrong?” as you watch someone leave the fold, allowing your staff to venture out, learning new perspectives and growing professionally may set the stage for a great second act.

The war for talent in many industries makes staying on good terms with former employees pivotal in winning them back. So rather than ignoring boomerangs and letting them pass you by (or worse, smack you in the face!), do your best to catch them.

For more information about the author, please contact Nick Greenston.