Spread the love

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 Softwareadvice.com 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.”

Nick Misa

Marketing Specialist at Ongig
Ongig's job description platform that helps you attract the best talent faster. Ongig supercharges your job descriptions through video, images, and other media along with live chat, social sharing, and careers microsite creation. Early clients of Ongig include Yelp, GoDaddy, Verizon Digital and Autodesk.
Nick Misa

by in Recruiting Strategies