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HindustanTimes Thu,25 Dec 2014

Demand for high-performing ex-employees on the rise

Gauri Kohli   January 07, 2014
First Published: 09:30 IST(7/1/2014) | Last Updated: 09:35 IST(7/1/2014)

Have you been offered a job by one of your former employers? Accepting the offer can help you climb a few steps up the corporate ladder, say experts. Boomerangs or employees who are rehired by the same organisation can be very valuable to the company too.

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"Rehiring is followed by most organisations today as companies find it worthwhile to hire ex-employees who were good performers and because the exemployee is familiar with the work culture, the work processes and the various function heads," says Adrian Williams, head - HR, Thomas Cook India.

According to Alf Harris, regional director, Michael Page (India), a recruitment consultancy, "Being a boomerang employee removes fear of the unknown and employees are able to focus on the role more effectively. The return of an employee in a senior role also demonstrates that the company is great place to work."

Rehiring common in niche areas
Returning of employees happens mostly in niche areas where the talent pool is small and developing individuals is time consuming. "it usually happens in areas which are revenue-generating or where an individual is perceived to be able to bring commercial contacts and relationships with them.We see it happening more regularly in financial services and sales," adds Harris.

Companies such as Infosys rehire employees as it works well for the organisation as well as the individual because of the cultural match. "We had a time-bound initiative called Green Channel Hiring which was aimed at hiring former employees. A regular source of profiles is our Infosys Global Alumni Network, through which our former employees express their interest to join us again," says Srikantan Moorthy, senior vice president and group head of human resources at Infosys.

Employees have a point to prove
Boomerang employees tend to perform better in their second stint as they would like to continue to maintain their high performance standards and like to prove that the decision to take them back by the company was the right one. This apart, they would like to implement the best practices that they have learnt from the new companies.

"In our experience as an employer in the business process management industry, a good number of former employees express an interest to come back. Boomerang is a chain reaction where they often explore rejoining together with other exemployees, which is always good for an ever-growing company like ours. Boomerang recruitment is also a high return on investment as the rehire cost is comparatively low and takes less time or effort in getting to know the candidate. Rehires also tend to have longer tenures upon their return. This also boosts our retention efforts," says Ashish Garg, director for recruiting, Convergys India.

Boomerangs are encouraged at Yahoo too. "We track them internally to see how the brand is resonating with our alumni. We not only keep them posted on the company's latest ventures, projects and job openings but we go a step further. We have created several engagement platforms that help us connect with them. For instance, we invite them for our seminars and symposiums which we conduct on a regular basis so that they can re-familiarise themselves with the company. Of all our hires in the last one year, over 12% are boomerangs," says Aniruddha Banerjee, head, human resources, Yahoo in India.


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