Boomerang employees better hires

The report, The Boomerang Phenomenon: Taking Flight in the New Economy, shows that nine out of 10 employers surveyed rated the performance of returning (boomerang) employees as above average.

“As we emerge from the worst recession faced in over 70 years, businesses are recognising that employment decisions are more important than ever before,” says Hudson’s executive general manager Marc Burrage. “With employers reporting that 44 percent of their hires aren’t good, boomerangs offer the security of known skill set and an understanding of the culture and processes of the organisation – provided they’re still good match for the company.”

However, Burrage suggests some caution is necessary for both employers and employees. “Employers have to be careful not to have unrealistic expectations. There need to be processes in place to aid re-entry. They need to be honest with the potential employee about things that may have changed during their time away.

“Employees, on the other hand, need to weigh up carefully why they left in the first place and do their due diligence in investigating the current workplace. And they need to make sure their new role reflects the development they have experienced in their time away from the company.”

The report was based on research of over 1000 businesses throughout New Zealand, as well as roundtable discussions with representatives from New Zealand businesses. The research also identified lack of consistency around staff departures. Of those surveyed, around 35 percent viewed the experience their organisation gives to exiting employees as ‘average’, around 45 percent viewed it as ‘good’, and 10 percent as ‘very good’.

Burrage says this process is critically important for attracting boomerang employees back – both in terms of the departing employee leaving on positive note, and for the remaining employees who will perform vital advocacy role for employees who are considering returning.

“Boomerang employees are rehired because they’re known high performers – and high performers inspire their colleagues to perform and they lift the morale of the company,” says Burrage. “Because engaged employees generate greater productivity, this then translates on the balance sheet. And that’s all the return on investment you can ask for.”

• The full report will be available to download online early next week at nz.hudson.com

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