People leave jobs for all sorts of reasons. Obviously you don’t want to rehire someone who was fired for negative reasons, but someone who has left positively and could be a great addition to the team should be considered once more. 

Employees who are talented, well-mannered, and industrious have choices about where and for whom they work. If you, as an employer with experienced management and good wages and benefits, have possibilities as well.

If you are hunting for exceptional individuals everywhere in today’s competitive job market have you considered rehiring previous employees? If your answer is a resounding “no,” you should reconsider your rehire policy. Hiring someone you already know might be quite beneficial in the right circumstances can make training and adapting to the work environment faster. Thus, you should take notes on what you do, how you do it, and who you talk with as you go through the rehire process.

Bringing back individuals who were laid off or furloughed during the outbreak is likely to be the simplest approach to obtain the staff you need. Since you are aware of their abilities and how they fit into your business culture, this may also save you money on recruiting and retraining. However, you should also investigate the employee’s records to see the reasons for rehiring them. You should understand some of your previous employee’s reasons for leaving.  Was it anything personal or was it professional? Is there a lack of advancement opportunities? Is this a learning experience? Whatever the reason, consider if it will still be a problem if you rehire the person. You would never rehire an ex-employee who had left on bad terms. Inviting prior high achievers back is not always the wisest course of action too. There is always some competition and current loyal staff should always be approached for their feedback. 

When considering a rehire, reach out to people that worked closely with the candidate before. They may have knowledge about the person’s abilities and suitability for the position that you were not aware of. Likewise, if you bring back laid-off or furloughed staff, be certain that all legal processes are followed. Bear in mind that furloughed employees are still legally employees, but laid-off workers have terminated the employment relationship; rehiring them establishes a new relationship. It could be seen as “playing the system” if you hire back dismissed staff, that you could have furloughed and supported throughout the pandemic. 

It is a minefield, but there are clear benefits to bringing someone back who already knows you, and your company.