Exploring Re-employment Policies and Employee Perspectives in Organizations

Dear All,

There are always controversies surrounding re-employment with the same company, whether it is after a short or long stint in other companies. Most of the companies I know strongly oppose this and even have policies not to rehire a person who has previously left them. However, some companies strongly support re-employment and even actively recruit individuals who have worked for them in the past and then moved on.

What factors influence companies to make decisions in either direction? What are the perspectives and attitudes of employees when they leave a company and then seek re-employment there? Does this reflect their level of integrity or a lack of focus?

I invite comments from all members.

Sriram Warrier
sriramwarrier@gmail.com

Viraj, I clearly understand it's based on company policy. But why does the company decide so? What are the justifying reasons for that?

Regards,
Sriram

Hi Sriram,

As Viraj has rightly said, it's all about the company policy. Maybe because they want their efficient employees back, they offer them re-employment. Another aspect is re-employment reduces their recruitment cost to a certain extent. My husband has also accepted re-employment with a leading IT giant.

Regards,

Rachana HR Executive Pune

Hi,

When an employee chooses to resign from the company, he/she would have already made up his/her mind to part with the organization. Reasons could include limited growth opportunities, an unsavory boss, better opportunities and pay elsewhere, or some personal reasons. It can be assumed that he/she would have addressed the problems with the current organization and lost faith in it. Why then do they go back to the same organization?

Why would a company choose to recruit someone who has previously left them for a better opportunity? Are the core values of the company at risk? I am seeking a holistic view on this subject.

Regards,
Sriram

Companies can consider rehiring a previous employee based on a cost-benefit analysis, which includes:

- Employee's relationship with the company.
- Existing vacancies.
- Experience and knowledge in a specialized area.
- New skills and experiences acquired.
- Employee performance during previous service.

Similarly, employees can contemplate reemployment based on multiple factors, including:

- Reason for leaving the previous employer: i.e., whether the issue has been resolved and if they would be content to return.
- Previous employer's relationship with the employee.
- Previous employer's current brand/market position.
- Previous employer's current offerings for growth and development.
- Issues with working in the current company (if currently employed).
- Any other personal/professional issues that could be better addressed by working with the previous employer.

Regards,
Saivettam Consultants

Hi,

I would like to share my experiences:

I have seen that the practice of re-employment is very common in BPOs and the call center industry. The main reason for such a policy is that employees have literally grown with the company, so they won't mind taking them back, even if they have chosen to leave the company due to any reason. Another reason could be that the person who comes back, or is willing to come back, is welcomed in the company as they know the company inside and out, weaknesses and strengths are all known, which always brings benefits.

This is what I can think of; I know a couple more examples and will share soon.

Thanks! Archna

Hi,

If an employee quits for another job, it means there are particular benefits for them. That's why they leave their current job. If they receive all the benefits from the new company, they may not consider returning to their previous role. In such a case, they are likely expecting more from their former employer.

Looking forward to your comments.