This company loves to hire “returnees” – learn how to work with such employees
“Returnees” or “boomerangs” are people who once worked for your company, then went to another employer, and now they want to return to the team again. About why it turns out and how in such a situation to work not only with the “boomerangs” themselves, but also with other team members, said Olga Mekeko, HR Lead of Kufar site.
– The reasons for the return of each “boomerang” are different. Someone went for better conditions, but realized that tempting stories at interviews do not always correspond to working reality. Someone left the job for family reasons. Someone left hiring to do their own business, but did not succeed.
In some companies, the decision to leave is a one-way ticket with no right to return. However, statistics indicate that the market situation is gradually changing. For example, in 2019, almost half of the companies (48.1%) surveyed by Work.TUT.BY again hired ex-employees at least once.
At our company, we welcome situations where a former employee returns. At the same time, it doesn’t matter to us whether an employee took a “respite” from the corporate world or left to work in another company.
In my opinion, the willingness to accept former employees into the team again is an indicator of the maturity of the market and its technological development. Therefore, the trend is actively traced in areas where workers are engaged in mental work. The reason is simple: it is easy to replace the person at the machine, whose function is mainly mechanical.
It is difficult to find a replacement for a specialist who is able to create a new one from the old – business connections, concepts, IT infrastructure, new products.
All that is needed for mental and creative workers is only knowledge in the head. Such employees are mobile, and therefore the market for good candidates in the country is limited. As a result, companies are often more profitable to return an old employee than to look for a newcomer. In our practice, enough cases have accumulated so that we can identify for ourselves the types of such employees. And to do this was important, mainly because the HR support of each type is different.
Let’s look at each of them individually.
“Returnees” of the first type
We refer to the first type those who previously worked for us, and now come back to the company, but to a different direction or to another department / office.
An example of a “boomerang” of the first type is our data analyst. He worked for a long time at the company, and then decided to change the scope of activity. For some time he worked in a new company, and then decided to move to Europe. Since Kufar is part of the Adevinta international concern, the person again applied for work with us, only in another country. For six months, while the relocation process lasted, the analyst worked from the Belarusian office, and colleagues were very happy about his return.
During the transfer between countries, as a rule, all work to accompany the candidate falls on the receiving side. The support includes assistance in the preparation of all documents that are necessary for work in another country: work permits, work visas, all accompanying papers. Usually, the receiving party also helps with the housing issue: the company introduces the agency, which is looking for an expat apartment.
The host HR tells where to register, to pay taxes, how to get a medical policy. The costs of hiring an expat employee vary from country to country. Regarding the time frame, on average it takes 3-6 months to prepare all the documents.
The transfer of an employee is a rather costly story. Therefore, senior level specialists can apply for such a transfer between countries.
Sometimes it can be middle – if the specialty is rare, and finding such an employee in the European market is difficult. Or in the event that a person showed himself very clearly on projects in his native country.
As for the transfer between departments or departments, it will require the work of a local HR specialist. The host will need:
Introduce a person to a new team
Clearly and in detail tell the role of the employee in a new place. Such an approach will help the “boomerang” not to fall into the trap of roles when, according to the old memory, they will turn to him for resolving issues that he has dealt with before.
Ensure that the employee is introduced to the standards of the new department, the specifics of the new position
A month after the start of work, collect feedback from the head of the boomerang. It will also be useful in an informal setting to recognize the feedback of new colleagues.
If the team gives positive feedback about the boomerang, there is no need for significant HR involvement – just meet several times. If there is a negative, the first thing to do is to understand why it happens: observe, talk informally with employees with whom the “boomer most often interacts”