
Boomerang employees—those returning to a previous employer—now account for 35% of all new hires (ADP, March 2025), the highest on record.
They know the environment. That’s why boomerangs feel like low-risk, high-speed solutions to today’s talent gaps.
But before you roll out the red carpet, it’s worth pausing to ask: Is this a smart strategic decision—or a shortcut with long-term costs?
What’s Fueling the Boomerang Boom?
- They know the ropes. Returning employees already understand the culture and systems, so they get up to speed faster.
- The grass wasn’t greener. Many people who quit during the Great Resignation didn’t find what they hoped for, so they’re open to returning.
- Remote work opens doors. Flexible options make coming back more appealing, especially if location is no longer a deal-breaker.
- Smart exits lead to smart rehires. When co-workers, bosses, and leaders stay connected with former employees, it’s easy to invite top talent to come back.
- It’s a sign of a strong culture. When people want to return, it usually means you’re doing something right.
Here are five ways to evaluate whether bringing back a boomerang will truly serve your team:
- Memory is a poor strategist. Fond or negative recollections can cloud reality. Take the time to review performance evaluations, exit interview notes, and team feedback. Talk candidly with the former employee (and the person/people encouraging them to return). Why did they leave, and what’s changed? What new skills have they acquired? Have them share results of their improved communication, decision-making, critical thinking, and emotional intelligence skills. If you want alignment, don’t rely on nostalgia. Rely on clarity and open conversations.
- Let data lead the way—especially around fit. Use tools like PXT Select to assess job fit, cognitive style, and occupational interests. Compare these critical traits against current role requirements. A returning employee may “know the ropes,” but that doesn’t guarantee alignment with today’s expectations. It’s better to hire with your eyes open than wish you had later.
- Growth should be mutual. Boomerangs often return with expanded skills and broader perspectives. What can you offer them that justifies a return? What are their goals today? How can you support them in achieving them while getting the job done? Use this opportunity to explore career pathing and succession planning, ensuring both you and the employee see a future beyond the honeymoon.
- Onboarding is still essential. Don’t skip reintegration. Provide a 180-day success plan (see Chapter 6, Hire Amazing Employees, 3rd Edition) that includes reconnecting with cross-functional teams and aligning with current systems, values, and practices. People change. Systems change. So do workplace cultures.
- Start with meaningful conversations. Re-recruiting starts with curiosity, not assumptions. Have more than one conversation to ensure consistent responses by using a structured interview process. Ask what they’re looking for, what they’ve learned, and what would make this return meaningful. Avoid jumping into a salary negotiation—if compensation is the only motivator, you may set the stage for another early exit.
©Jeannette Seibly 2019-2025 All Rights Reserved
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, bosses, and leaders to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.
Grab her book, “Hire Amazing Employees,” and confidently use a strategic job fit selection system to ensure that returning former employees are placed in the right jobs.