9 questions to ask before you rehire an employee
He cleaned out his cubicle and went through an exit interview. Now, after three weeks (or three months or three years . . .) this former employee wants to return to your organization. Should you be welcoming or apprehensive?
Before thoroughly considering whether or not rehiring this person is in the organization’s best interest, start by determining the ex-employee’s status. The case may be closed from the get-go.
Not all former workers are eligible to return. Company policies often prohibit rehiring individuals who must provide two weeks’ notice before leaving.
Likewise, human resources usually slap a “no rehire” label on the file of someone fired for stealing, cheating, bullying, harassing, or other serious misconduct.
Once you establish that the job seeker meets the qualifications of your rehire policy—perhaps because of an involuntary layoff during downsizing or because she was in good standing when she voluntarily quit pursuing a different job—the matter moves to ponder whether you want the person back.
The company should extend a job offer even if someone is available to hire. Rather, it pays to explore answers to these nine questions:
1. Was the person good at the job?
Are you looking at top talent or a former worker who failed to generate much excitement the first time around? Bringing back a superstar could enrich your staff.
But in the latter case, passing on someone with previously mediocre or poor performance may be preferable unless you are really pressed to fill openings or truly see evidence that the applicant has acquired new skills or otherwise improved since the initial go-around.
Examine past annual reviews if your memory needs jogging.
2. Why did this employee leave?
Someone who quit to move in with his fiancée who lives 200 miles from your office but now is back in town because she jilted him at the altar presents a far different scenario than someone who discovered after a month that working for your competitor down the street at Company XYZ isn’t his cup of tea. The factors surrounding why the person left in the first place can play a significant role in the decision to rehire.
A word to the wise: Be leery when an ex-employee comes crawling back quickly with claims that her other job “fell through.” While this situation could have legitimate reasons that have nothing to do with the worker, the possibility also exists that the person failed a drug test or had something disturbing revealed during a background check. Do your own investigation before rehiring.
Similarly, proceed with caution if a fired employee comes back down the line with claims that she has changed. Consider the offenses, and look for evidence of improvement.
It is possible that a person who lets go of always being on her phone or constantly coming in late may have matured over time. How does her level of professionalism seem now?
3. How did this employee leave?
Departing employees sometimes “go out with a bang.” They publicly air their grievances, tell off a co-worker, or otherwise burn bridges. A hiring manager really needs to think hard about allowing back someone who acted this way. A return may cause tensions between team members and make staff members question the organization’s integrity.
4 How has the department been without this person there?
Some employees enrich company culture, while others contribute to a negative environment. Consider whether or not the workplace atmosphere changed after this person left.
For instance, if gossip subsided or morale improved, his absence may have led to these positive developments. Be cautious about disrupting this better status quo.
5. Will you take the chance that the person will leave again?
Many managers rightly express concern that employees seeking their old job may simply be biding their time until the next promising opportunity comes. The person sheepishly claiming to have made a mistake by leaving may still be scouring the job boards after being rehired by you.
After all, why he sought alternate employment in the first place likely still exists. (Sitting down to address those concerns before rehiring might be in everyone’s best interests.)
On the other hand, many managers rationalize that job hopping is commonplace among the modern workforce. A new hire may leave at some point, but so may his colleague, who is two cubicles down.
If applicants are hard to come by or this former employee added value during his first stint, the risk may be worth taking.
6. Could rehiring this person solve staffing issues?
If your organization is having difficulty with talent acquisition, the return of a former employee might prove a godsend. If you are already familiar with company culture and procedures, onboarding should take less time.
Having someone who can quickly get up to speed enhances productivity and can ease burdens experienced by overtaxed current workers. Cutting recruiting time and costs is another benefit.
7. Do you have an open position?
When the employee left, perhaps you promoted someone from within to her position. Or, maybe you decided to redistribute tasks among staff and eliminate that role. When an ex-staff member inquires about returning, don’t get far into the rehiring process without critically examining whether or not a place to return exists.
8. Does the person fit your current vision of the position?
Companies change their objectives over time. Even if the former employee’s role (or a similar one) is available, its job description may have evolved since the person last stepped foot in the door.
Skills that initially got the person hired may seem less attractive. Extra tech abilities are desirable; some supervisory duties are now among the responsibilities. How does her current resume match up?
Or, maybe you would like some “new blood” that could bring fresh perspectives to the table. You are under no obligation to rehire and might want to examine your options from the candidate pool. Find the best match for where the organization wants to go, not where it has been.
9. Do the two of you agree on terms of rehiring?
Finally, if you do want to rehire a former employee, could you explain exactly what returning means? Will the responsibilities be the same? Is there a probationary period? How are things like seniority, vacation time, and benefits eligibility handled? What new training needs to be completed?
The rehired employee may expect to resume as if she never left, but the company may have other ideas. It is better to get on the same page from the start or to part ways if both sides cannot agree on terms.
More Resources:
An employee quits but now wants to come back: Should we rehire him?
Boomerang employees: Is rehiring right for your company?
Should you rehire a former employee?