Business & Legal Resources: When the Grass Isn’t Greener – Open Your Door to Boomerang Talent

Cielo Executive Vice President and Managing Director – North America, Angela Hills, penned a feature article this week for Business & Legal Resources (BLR), an award-winning online resource that helps U.S. businesses simplify compliance with state and federal requirements through content, training and tools. Angela’s article, When the Grass Isn’t Greener – Open Your Door to Boomerang Talent, emphatically states, “For competitive edge, organizations must embrace ‘boomerang talent.’”

Specifically, “The recruiting of former employees (boomerang talent) is a crucial component of talent management and talent acquisition in today’s job-hopping environment … Encouraging former talent to return to an organization is a long-term, forward-looking strategy that has the potential to strengthen the workforce and, in return, boost the bottom-line.” Angela goes on to discuss the “widespread” benefits of recruiting boomerang talent as well as how companies can best approach this strategy.

Excerpts from the article:

The days when companies recruited employees for life are over … a recent report published by Hay Group found that 192 million employees worldwide are expected to leave their jobs in the year 2018, 49 million more than in 2012. With turnover on the rise and costs adding up to as much as 150 percent of a departing employee's annual salary, organizations must find new, strategic ways to stem the tide of employee churn.

Talent is rising. Now more than ever before, organizations are realizing the impact top talent has on their bottom lines … The benefits of boomerang employees can be widespread:

  • Former employees are proven resources. When available, they can free up time that recruiters or hiring managers would spend sifting through resumes or interviewing individuals with whom the organization is entirely unfamiliar.

  • Past employees who have been rehired require significantly less training than new hires, thus reducing onboarding costs and time-to-productivity, as well as freeing up internal resources.

  • Boomerang employees are already familiar with the business and corporate culture of the organization, and therefore will reach peak productivity more quickly. They are often able to seamlessly integrate themselves into the organization and begin working toward the company's goals with greatly reduced onboarding time.

  • Having spent time in an outside organization, boomerang employees bring with them new perspectives and skills developed while employed at another organization …

  • Boomerang employees tend to have high retention rates upon their return, as they have experienced what it is like to work for another company, but have chosen to return to their former employer.

It is crucial for employers to embrace the concept of boomerang talent in order to remain fiercely competitive and have deliberate strategies for continuing to engage this unique talent pool. In a fast-paced world fraught with competition, leaders must transform their companies through a sustained people advantage. This is made possible through three critical steps that can help talent acquisition professionals maintain relationships and acquire boomerang talent.

For access to the full article and the aforementioned “three critical steps,” visit: