12th September 2019 From India, Manipala
Except absconded employees other ex-employees can be re-hired. If employer decides not to rehire ex-employees totally then their recruitment process will be very tough beyond certain stage.
In the Re-hire policy following points to be added
Re-hire criteria - Only properly relieved employees will be considered for rehire.
Past work period work feedback to be collected from Supervisor.
Salary for rehired employees - should not be more than their colleagues who were joined along with ex-employee but still working the employer
Security cheques /Indemnity bond for rehires (Employer discretion)
12th September 2019 From India, Madras
Employees who leave their jobs under unsavory conditions should not be taken back under any circumstances for obvious reasons. Some separated employees may want to come back if their old boss is no more in employment. Here caution is advised to ensure that the separated employees are not mere opportunists. Another aspect to keep in mind is that those who come back should not come back at a higher grade and/or with higher remuneration without compelling reasons to ensure that the existing employees do not get demoralised.
There is no harm in hiring back an employee with a blemishless record as it provides an opportunity to an employer to send out a subtle message to the serving employees that it is not always “greener on the other side”.
17th September 2019 From India, Nasik
All the above learned members have given a clear picture of Rehiring Policy of an organization which inspired me also to join the discussion.
Rehiring or " Boomerang Hiring "as called popularly is a smart recruitment strategy. Not withstanding the size and the scale of operations of a company, rehiring of former employees is both time and cost effective as the rehired employees always have the advantages of prior knowledge of the work culture of the organization and lesser re-orientation.
At the same time, it should be borne in mind that a sound rehiring policy does not stand alone. It needs the effective integration with other systems and processes of the organization.
The first step towards this should be a "well-oiled" exit interview machinery. Effective exit interview system enables a manager to exactly assess why the employees leave the organization and a well-documented inputs gathered through such interviews help to a great extent whenever the need for or the occasion of rehiring takes place later.
Generally, the rehiring criteria can be as follows:
1) Earlier resignation of the candidate to be rehired should be voluntary and formal strictly adhering to the notice conditions of the contract of employment.
2) The candidate's previous tenure in the organization should have been blemishless with consistently positive performance appraisals.
3) There should be a favourable back-ground check
4) No consideration of rehiring of employees terminated on account of behavioral issues, absenteeism and abandonment of services.
Talent shortage is the universal problem as of now. Therefore as rehiring of former employees is an effective tool to tackle this problem precisely, the policy of rehire needs to be well-formulated without giving room for personal preferences and bias.
17th September 2019 From India, Salem