Software Advice, an applicant tracking software consultancy, recently released an infographic (preview below) on why boomerang employees are booming. Here are some highlights:



  • Over 3 million workers left their jobs by choice in July 2016.
  • 40% of employees say they would consider returning to a company where they previously worked.
  • 76% of HR professionals say they are more likely to hire boomerang employees now than in the past.
  • 80% of employees say former employers do not have a strategy in place to encourage their return.

Here’s a list of pros and cons if you are considering recruiting boomerang employees:


  • Lower recruiting costs — They’ve already been through the recruiting process (saving time and money) and have had exposure to employer’s brand
  • Lower training costs —  Prior experience keeps training costs low
  • Candidate familiarity with employer —  Familiar with mission, values, management, and workplace
  • Employer familiarity with candidate — Familiar with candidate’s personality and production…new job applicants come with a lot of unknowns


  • There’s a reason why employee left — (i.e. problems with management and/or coworkers)
  • Retention concerns — They left once already, always a chance they’ll leave again
  • Passing up new candidates –Even though they worked there before doesn’t mean they are the best candidate in the pipeline

To generate more boomerangs, Brian Westfall of recommends implementing a system to stay in touch with and nurture parting and/or former employees. This will better your chances of persuading them to come back (or at least think about it). This can be as simple as Brian’s quote here:

“If recruiters invite parting workers to stay up-to-date on company news, keep avenues of communication open and track their employment trajectory, they can better entice these workers to return.”


by in Recruiting Strategies