When employees decide to leave their job posts for something else, the likelihood of their ever returning is pretty slim. However, should they realize the error of their ways, most workplaces would be happy to have them in the fold again, according to a newly released poll.
Assuming workers left their former positions on good terms, nearly all – 98 percent – of human resource managers wouldn't hesitate to hire them again, based on a newly released survey conducted by staffing services firm Accountemps. More specifically, when managers were asked a variation of following question: "How likely would you be to rehire a former worker whose departure was an amicable one?" approximately 75 percent said they would be "very likely" to give their stamp of approval. Just over 1 in 5 said they'd be "somewhat likely."
Bill Driscoll, Accountemps district president, indicated that for many HR professionals as well as business owners by and large, rolling out the welcome mat for a former hire is a no-brainer.
"Boomerang employees have a shorter learning curve and may require less training," Driscoll explained. "[They] have already proven themselves and their fit with the organization, so there are fewer surprises."
He added that business owners – and, by extension, employees – do themselves a disservice when a departure is left on bad terms, as there's always the possibility that there could be a reunion. The likelihood of that happening, though, is next to nothing when a split is hostile or inharmonious.
Less than 1 in 5 workers would reapply with prior employer
While most businesses wouldn't have qualms about rehiring ex-workers, employees themselves are pretty reticent about making a return engagement a reality, the poll found. Less than one-fifth – 17 percent – said that they'd be highly likely to apply for an open position with a previous employer, Accountemps reported. Just less than one-third said they'd be somewhat inclined. Only 25 percent said that it was more probable than not.
Driscoll stressed that before before rehiring or applying is done, however, it's important to reflect on why the decision is being made and the reason for the initial parting of ways.
"If they [i.e., employees] resigned to pursue education, training or a role with more responsibility, having them back may bring new skills and ideas to the organization," Driscoll said. "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."
Among those respondents who said they'd be unlikely to return to their former stomping grounds, the primary reason was because they didn't like management, with 23 percent indicating as much, according to the Accountemps survey. Second to this was finding displeasure with the corporate culture and dissatisfaction with job duties was the third most common disincentive.
60 percent highly desirous of affordable benefits
Speaking of incentives, employee benefits are a prime element employees take into account when in the market for a new job. In a separate survey conducted by CareerBuilder, almost 60 percent of respondents pointed to workplace perks as among the most influential factors they take into consideration before accepting a job offer.
Rosemary Haefner, chief HR officer at CareerBuilder, said that it's important for managers in executive positions not to mistake employee satisfaction for contentment.
"Just because a person is satisfied with their job doesn't necessarily mean they aren't looking for new work," Haefner referenced. "Because of this, it's critical to keep up with your employees' needs and continue to challenge them with work they feel is meaningful."
