There has been a lot of talk lately about boomerang workers, and there’s a reason why. Research shows that over 40% of workers who left their jobs during the Great Resignation are experiencing regret, and nearly 1 in 5 are returning to the jobs they left. For HR staff considering a rehire, there may be doubts about these employees. So, should you rehire an employee who voluntarily left?

The Rise of the Boomerang Workers

A six-country survey of employees who left their jobs during the Great Recession shows that many of them feel that they quit in haste, with 41% feeling that they quit their jobs too quickly. Millions of those employees have already “boomeranged” back to jobs they left, and over 40% say they would return to their old jobs if it were an option. 

In fact, a 2023 report shows that 28% of U.S. “new hires” are actually boomerang workers who left the company within the previous 36 months. The primary reasons that workers return to their old jobs are: 

  1. Disappointment with their new job. Overwhelmingly, boomerang employees were disappointed with their new job, feeling that it did not live up to the expectations set during the hiring process. In fact, the majority of boomerang employees may be instead considered failures of onboarding and retention at the new organization. Employees felt that either the explicit terms of employment (salary, job description, future opportunities), or the implicit terms of employment that were unspoken during the hiring process, were betrayed, leading to dissatisfaction and a desire to return to their old job. 
  2. Incentives to return. Many boomerang employees return to a job significantly better than the job they left. Boomerang employees receive an average of a 7% pay increase, 24% increase in bonuses and incentives, and 38% increase in opportunities for remote and flexible work. Many boomerangs are not truly boomerangs, but instead return to their original organization with a promotion or a better role. 
  3. Regrets about leaving. People who maintained relationships with their old co-workers are most likely to boomerang, and 29% of people who regret leaving a job cite missing their coworkers as the reason. Many others miss their perks and benefits, company culture, or other aspects of the work itself. For many people who thought the grass might be greener elsewhere, it simply wasn’t. 

Finally, some workers who resigned during the Great Recession did so for a specific reason. Whether they needed to care for family members, deal with a health condition, or manage a life event, those circumstances may have resolved, and they are now ready to return to work. 

Benefits and Risks of Re-Hiring a Boomerang Employee

About a third of employers are simply unwilling to consider rehiring an employee who resigned. However, with the current talent shortages and struggle to find good candidates, many companies are looking more closely at their boomerangs. Here are the key factors to consider:

Pros of rehiring recent job leavers:

  • Reduced investment in onboarding and training a new hire
  • Easier transition into the work environment, as the person returns to their role and their team
  • Fewer surprises than working with a new, unknown person

Cons of rehiring recent job leavers:

  • Missed opportunity to bring on new candidates who might have new ideas and a fresh perspective
  • Reduced trust in the employee’s reliability, especially if they left on a poor note 
  • Harmful for morale if existing employees see boomerangs return with a promotion and better salary

Tips for Re-Recruiting Your Boomerangs

If you are considering re-hiring a job leaver, or want to make an offer and lure back an employee who left voluntarily, here are the best ways to be successful. 

  1. Take any exit interview feedback on board. Before opening conversation with a boomerang worker, review their exit interview. Have any of their concerns or complaints been addressed? Will they be returning to an improved work environment, or is everything the same? 
  2. Consider the one-year mark. Statistically, many new hires become disillusioned with their new job at the one-year mark, and they are most likely to experience regret and be willing to return to an old job. If you want to reach out to a job-leaver, consider doing it at that time. 
  3. Offer incentives and career progression. Many people leave a job because they feel as though they are at a dead end, and can’t progress further at the company. To win back a boomerang worker, address these concerns and offer them a role that appeals to their ambition.

No matter what type of role you are trying to fill, it is important to seriously consider new candidates alongside boomerang workers, and take advantage of the opportunity for fresh viewpoints and new skills. At Grapefrute, we partner with our clients to attract the top talent and create the perfect match. We also offer guidance on improving retention and reducing turnover, so you don’t have boomerang workers to begin with. Contact us today for expert insight on your recruitment and staffing concerns.