The process of hiring new employees can put a dent in the company budget, which eventually affects profits. Business owners must develop better recruitment and employee retention strategies. Considering this, one of the strategies is to consider rehiring employees who left.
Rehiring helps business owners bring back talent that could help accelerate growth. Sometimes when an employee leaves, a significant number of customers leave too. Rehiring the employees who previously worked with you can therefore help retain customers. There are benefits of rehiring workers, but for that, the management should create a solid rehiring strategy.
Make the exit process better
Before rehiring, a business owner should first establish a solid resignation process. It is necessary to know why an employee is leaving. Some of the reasons why employees leave could easily be preventable. It could be they are leaving because they feel the benefits offered by the company are not enough. They could be leaving because another company has offered them better salaries or benefits.
Talking of benefits, there are many benefits a company can offer to its employees. From engagement activities to a delicious meal, it all matters. Having an office lunch program provides many benefits to the business. Employees stay happy, build a strong work culture and improve productivity.
When you order from CaterCow, employees get to choose their healthy meals from their phones. At between $12 to $15 per meal, they can choose healthy meal schedules for one week or allow a CaterCow manager to choose for them. They may opt for buffet-style when they want to explore more choices.
Create a talent pool for employees who leave
From the insights you get from the resigning employee, you can establish a solid reason why it is likely for the employee to return. If they were productive workers, add them to your employee talent pool.
The purpose is to keep sending updates on the latest developments in the company, like when there are new job openings they might be interested in applying for. If they need to reach out to you, they’ll find it easier if you specifically mention on job posts that you prefer hiring employees who have worked for the company previously.
Build clear rehiring guidelines
Well-set guidelines will help the HR manager and those involved in rehiring to know the rules they must observe before rehiring. The guidelines give details about who should be rehired and who should not.
Some employees could have left on bad terms due to unprofessional conduct, serious disputes with managers, or fights with coworkers. Others could have left because they wanted to return to school to further their education. They could also have left to join another company, but they left on good terms. The guidelines should be clear on what to consider during the rehiring process.
Create a solid employee rehiring interview process
The employee should not return and begin to work without going through an interview process. Even if you know why they left, many things might have changed from that time. Although you might not be strict with the process, like when hiring a new employee, the interviewing process is necessary. Understand their expectations and let them know your expectations too. Orient them from where they left so that they fit in easily.
Plan a robust onboarding process
Although the employee might have been conversant with your company's work culture previously, they are now joining the company afresh. The terms of joining should not be based on the terms they were working under before they left.
Create a new induction kit for the returning employee. The kit should be well-designed and should make an employee feel welcome. The HR team should provide the new roles and describe them in detail. The HR team should also provide them with new onboarding forms. The company should also create a work culture that helps the rehire fit smoothly into the company.