Dear Friends,
I am looking for some cases and professional guidelines on re-recruitment of an old staff or an ex-employee. I am not sure whether it is good or bad, but recently many of our star performers have approached us for a comeback. Should we encourage or regret re-recruitments? Please share your view and experience.
From India, New Delhi
Acknowledge(0)
Amend(0)
2I am looking for some cases and professional guidelines on re-recruitment of an old staff or an ex-employee. I am not sure whether it is good or bad, but recently many of our star performers have approached us for a comeback. Should we encourage or regret re-recruitments? Please share your view and experience.
From India, New Delhi
Acknowledge(0)Amend(0)
[b]Dear Mr.Sinha,
The star performers are always an asset for any organisation and to my mind we should be open enough to reinduct our ex employees because It is a matter of pride for the company if a former Employee wants to re-join the company.
But there must some guide lines be made and included in the policy manual,which may be as below mentioned;
GUIDELINES for RE-INDUCTION
The former Employee may be considered for Reinduction in cases where;
His/her past performance before leaving us must have been very high.
He/she must have made valuable/good contributions in his/her areas.
He/she must now be considered as a good professional with high competence
Therefore, the factors to be considered while Reinduction should be:
Past Performance
· Competence, and
· Expertise in certain areas.
The former Employee must not have left/departed on bad note, to say that, there was nothing adverse against him/her in terms of integrity, discipline, behavior etc.
Reinduction must be against an existing vacancy. The period of leaving should not be a major point. At any given point of time, if the former Employee can do value addition, should be considered for Reinduction.
Regards,
Ashok Kumar
From India, Gurgaon
Acknowledge(0)Amend(0)
The star performers are always an asset for any organisation and to my mind we should be open enough to reinduct our ex employees because It is a matter of pride for the company if a former Employee wants to re-join the company.
But there must some guide lines be made and included in the policy manual,which may be as below mentioned;
GUIDELINES for RE-INDUCTION
The former Employee may be considered for Reinduction in cases where;
His/her past performance before leaving us must have been very high.
He/she must have made valuable/good contributions in his/her areas.
He/she must now be considered as a good professional with high competence
Therefore, the factors to be considered while Reinduction should be:
Past Performance
· Competence, and
· Expertise in certain areas.
The former Employee must not have left/departed on bad note, to say that, there was nothing adverse against him/her in terms of integrity, discipline, behavior etc.
Reinduction must be against an existing vacancy. The period of leaving should not be a major point. At any given point of time, if the former Employee can do value addition, should be considered for Reinduction.
Regards,
Ashok Kumar
From India, Gurgaon
Acknowledge(0)Amend(0)
Employees are the best ambassadors of the organization even after they leave. In today's market conditions where professionals with the right skills and attitude are scarce, it makes sense to rehire ex-employees. The company benefits from having known their performance and cultural fit within the organization, provided they left on amicable terms, had very good or excellent performance, settled their dues, and did not breach the contract terms, especially in terms of confidentiality.
However, it is essential to ensure that rehiring an ex-employee does not upset internal equity or result in paying them higher than others who have stayed with the organization, unless they possess a rare skill that others do not have.
Regards,
Arif
From India, Delhi
Acknowledge(0)Amend(0)
However, it is essential to ensure that rehiring an ex-employee does not upset internal equity or result in paying them higher than others who have stayed with the organization, unless they possess a rare skill that others do not have.
Regards,
Arif
From India, Delhi
Acknowledge(0)Amend(0)
I am sure you have a need to re-hire that individual; that should be the first premise. You have already acknowledged him/her being a STAR performer, and I am assuming that his conduct/attitude was fine; otherwise, this discussion wouldn't have taken place in the first place.
Do you hire ex-employees? Absolutely YES (based on acknowledgment that the resource had a STAR track record and behavioral fit).
Reasons: You know each other, less orientation and ramp-up time. Known devil/unknown devil. 😉 I think there's more good than bad, so if you think he was good for the company and had a smooth exit, both kept in touch, and wants to come back, go ahead and bring him on.
Acknowledge(0)Amend(0)
Do you hire ex-employees? Absolutely YES (based on acknowledgment that the resource had a STAR track record and behavioral fit).
Reasons: You know each other, less orientation and ramp-up time. Known devil/unknown devil. 😉 I think there's more good than bad, so if you think he was good for the company and had a smooth exit, both kept in touch, and wants to come back, go ahead and bring him on.
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Procedure for Appreciating Recruitment through Employees.doc
Startups Look for Right Fit, Rewrite CV of Recruitment.pdf
Flow Chart for Recruitment till retirement.xls