As a Recruiter, it's not easy hearing one of your hires, a solid employee who everyone loves, is giving their notice to go work at some other company. This scenario can really put a damper on your week, and it's even worse for the team.
Generally speaking, companies take employees leaving too personally. All that time and money right out the window. Most people are afraid to give too much notice because they fear companies will tell them to get out.
What if it didn't need to be this way? What if really good employees left your company, gained experience, and came back?
Recently, I talked to someone who left their job at a great company, to go back to the job they had previously. She is going to bring a whole new set of skills and experience back to the same department that gave her the experience she needed to land the job she's leaving. This is considered a "Boomerang Candidate"
I asked how it came about and the answer was simple. Her old manager kept in touch and when a new job finally opened up she reached out.
If you can think of even one employee that you would welcome back with open arms, then you will want to set up a Boomerang Talent Pipeline.
Here are 3 things you need to do to get build a pipeline of 'alumni' candidates.
A couple of other things to consider that might help nurture this group: lifetime discounts on products to keep them as a customer and an alumni referral bonus that will get them talking about your company to other people. Don't forget to ask them if it's okay to add them to the group during their exit interview.
Are you in an alumni group? Are you nurturing boomerang candidates? I'd love to hear from you! Shoot me a message at firstname.lastname@example.org