More than 47 million people quit their jobs in 2021, kicking off the movement known as the Great Resignation. While it is still a job seeker’s market, 80 percent of individuals who switched jobs during this time period regret their decision, according to a recent study.
Leslie Tarnacki, Chief Human Resources Officer at WorkForce Software, speaks with SHRM about how companies in this competitive job market are turning to boomerang employees as part of their recruitment strategy. She notes that HR leaders need to make sure that these employees are coming back with enthusiasm and the intention of making a difference in the company.
“HR leaders should also look for signs that a boomerang employee is coming back to them with enthusiasm and the intention of making a difference, versus retreating from a failed opportunity and thinking any job is better than no job,” Tarnacki says.
Moreover, a thorough offboarding and exit interview process can shed light on the context of the individual’s departure. Knowing this information can help HR determine if enough has changed so that the individual will be satisfied upon their return. Looking at performance reviews and stated goals during their previous employment also offers insights.
