Welcome Back … Or Not?
98 Percent of HR Managers Would Rehire a Former Employee; Only 48 Percent of Workers Would Come Back
98 Percent of HR Managers Would Rehire a Former Employee; Only 48 Percent of Workers Would Come Back
MENLO PARK, Calif., Feb. 23, 2016 /PRNewswire/ -- Nearly all (98 percent) human resources (HR) managers interviewed said they would roll out the welcome mat for a returning employee who left on good terms, according to a survey from staffing firm Accountemps. But not all workers would feel comfortable returning. In fact, 52 percent of professionals polled said it's unlikely they would apply for a job with a former employer.
View an infographic of the survey findings.
"Boomerang employees have a shorter learning curve and may require less training, and have already proven themselves and their fit with the organization, so there are fewer surprises," said Bill Driscoll, a district president for Accountemps. "Companies who part ways unprofessionally or don't take seriously the information they glean from exit interviews could miss out on bringing back someone great."
HR managers were asked, "How likely is it that you would consider rehiring a former employee who left your company on good terms?" Their responses:
| Very likely |
77% |
| Somewhat likely |
21% |
| Somewhat unlikely |
1% |
| Very unlikely |
1% |
| 100% |
Workers were asked, "How likely is it that you would ever apply for a job at a previous employer?" Their responses:
| Very likely |
17% |
| Somewhat likely |
31% |
| Somewhat unlikely |
27% |
| Very unlikely |
25% |
| 100% |
Workers who were unlikely to return were also asked, "What is the primary reason you wouldn't apply for a job at a previous employer?" Their responses:
| I didn't like management |
23% |
| I didn't like the corporate culture |
14% |
| I didn't like my job duties |
14% |
| The company burned bridges when I left |
10% |
| The company closed down/doesn't exist anymore |
6% |
| I didn't receive the tools and training to do my job effectively |
5% |
| I burned bridges when I left |
5% |
| The company didn't offer enough pay/salary |
5% |
| I moved/relocated |
4% |
| I want to move forward/advance in my career |
3% |
| I retired/am close to retirement |
3% |
| Other |
10% |
| 102%* |
| *Responses do not total 100 percent due to rounding. |
Driscoll added, "When it comes to rehiring former employees, consider why they left in the first place. If they resigned to pursue education, training or a role with more responsibility, having them back may bring new skills and ideas to the organization. On the other hand, those who quit because of dissatisfaction with management, pay or the corporate culture may still be unhappy if they perceive nothing has changed while they were away."
Accountemps offers the following tips to companies that want to leave the door open for departing employees:
About the Research
The surveys were conducted by independent research firms. They include responses from more than 300 HR managers at U.S. companies with 20 or more employees and more than 1,000 U.S. workers 18 years or older and employed in office environments.
About Accountemps
Accountemps, a Robert Half company, is the world's first and largest specialized staffing service for temporary accounting, finance and bookkeeping professionals. The staffing firm has more than 340 offices worldwide. More resources, including online job search services and the company's blog, can be found at accountemps.com.
Photo - http://photos.prnewswire.com/prnh/20160222/336008-INFO
SOURCE Accountemps
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