A new Accountemps survey found that more than nine in 10 senior managers (94%) are open to rehiring boomerang employees – staff members who previously left the company on good terms.  However, the survey also revealed that former employees were not quite as eager for a reunion, with only 52% of workers likely to apply for a position with a previous company.

Reasons professionals cited for not wanting to return to past employers included dissatisfaction with management (22%), poor fit with organizational culture (17%), unfulfilling job duties (13%) and bridges burned by the company (11%).

Benefits of hiring boomerang employees include:

• Proven job performance and skill sets

• Can quickly assimilate and begin contributing to the team

• Require less training due to familiarity with the company

• Known fit with the organizational culture

• Bring newly added skills, knowledge, and experience

On the other hand, sometimes a rehire is not a good idea.  You should avoid boomerang employees when:

• They, personally, were not missed

• They are not truly the best fit for the position

• They already left once, and now leaving another company – consider why

"Companies need to leave no stone unturned in their search for talent in today's competitive hiring environment," said Michael Steinitz, executive director of Accountemps. "Boomerang employees are an attractive option because the firm is already familiar with how they'll perform and fit in with the organizational culture. Returning workers also require less training to get up to speed and may have acquired valuable new skills while they were gone.”

If you do find yourself rehiring a former employee, below are some tips to make it successful:

• Have a conversation. Before launching the formal hiring process with a former employee, check in on what they're looking for from your company and ensure all previous issues have been addressed.

• Conduct a formal interview. Follow all hiring procedures as you would with a new candidate. Perform reference checks (including the most recent employer) and have an in-depth discussion to ensure that a return would be beneficial for both parties.

• Reorient the employee. If the person is rehired, have them go through the standard onboarding process to bring them up to speed on current company policies and processes.

• Reassess skills. Managers should consider the returning employee's updated experience to determine if they may be suited for new roles or responsibilities.

Boomerang employees can play an important part in your talent acquisition strategy.  To be effective, consider the pros and cons and be sure to part ways with employees on a good note.  In additional, the employee experience not only affects retention, but also the possibility of future rehires.

Sources: rh-us.mediaroom.com; Forbes.com