18 of March, 2025

Have you ever heard the term boomerang employees? If not, don’t worry, we’ll explain it to you. A boomerang employee is someone who leaves a company, but later returns to it.

If you don’t know how to tackle this situation, here we give you some tips to manage the process of personnel selection and the reincorporation of these employees. Let’s get started!

What is a boomerang employee?

Boomerang employees are those who have previously worked in the company, left for a while, and then returned. They are an attractive option because they already know the company culture and can quickly readapt.

When recruiting a boomerang employee, make sure to evaluate if their profile still fits the position. They may have acquired new skills that make them even more valuable, or their interests may have changed.

With good management, boomerang employees can be a great asset. Take advantage of their experience and motivate them to bring a refreshed perspective.

Why does a boomerang employee return?

You might wonder why a boomerang employee would want to return. The main causes could be the following:

They miss the company and the work environment. Their experience in another organization may not have been as rewarding.
They have upgraded their skills and experience. Now they are better prepared to continue developing in another position.
The company has grown and improved. They perhaps see new career opportunities that did not exist before.
They value the job flexibility and benefits. The company may offer better working conditions than other employers.
They have a refreshed vision. Having worked somewhere else, they can bring a fresh perspective.
They want stability. They likely seek security in a familiar environment.

In short, there are many reasons why an employee decides to return. The important thing is to ensure that their profile fits, align expectations, and welcome them to take advantage of their experience.

How to manage the reincorporation of boomerang employees

The reintegration of a boomerang employee requires a special focus. As a HR manager, you must carefully plan their return to maximize the benefits and minimize any negative impact on the team.

When reintegrating a boomerang employee, it is important to:

Communicate transparently about their return. Explain why they were hired again and what added value they will bring.
Welcome them as if they were a new employee. Provide them with a new orientation, team introduction, and clear performance objectives. This will help them to reintegrate smoothly.
Monitor their performance and progress closely. Ensure that their motivation and skills are still suited for the position. Give them regular feedback to help them succeed.
Promote synergies with previous and new colleagues. Encourage employees to collaborate and build relationships, especially at the beginning. This can lead to new ideas.

With a careful and well-planned reintegration, a boomerang employee can quickly become a valuable asset again. The secret is to treat them as a new employee while taking advantage of their experience and institutional knowledge.

To successfully reintegrate them, we also advise you to focus on these four phases of their stay in the company.

1. Recruitment process

The recruitment process for boomerang employees can differ slightly from standard recruiting. Since you already know the candidate and their skills, certain steps can be expedited. However, it is still important to:

Review their past performance evaluations and the exit interview. See if the issues that caused their departure have been resolved. For this, having a digital employee database will be very useful.
Have a candid conversation about why they want to return and their expectations. Make sure they understand that the company and the position may have changed.
Interview them again to reevaluate their experience and skills. Even if they are familiar to you, the requirements may have evolved.
Check references again, especially for recent positions.
Be transparent about remuneration and benefits. Explain any changes in remuneration, incentives or advantages to avoid confusion.
Have them go through standard onboarding procedures. This reinforces their status as “new” employees and forces them to learn current policies and processes.

Hiring boomerang employees requires care to prepare them for success in their second act. With the right process, you can take advantage of their experience and get them up and running.

2. Onboarding process

The onboarding process for boomerang employees requires special care and consideration. As a HR manager, keep in mind these tips:

Communicate the reasons why you have rehired them. This helps to set the right expectations and motivates them in their new role.
Create a company onboarding plan with the help of software to follow a clear process and not skip any step.
Offer additional training. Although they already have experience in your company culture, it is likely that processes have evolved.
At the beginning, reach out to them regularly. Schedule individual meetings to see how they are adapting and ensure that there are no issues with team dynamics or work responsibilities.
Promote an inclusive environment. Encourage colleagues to openly welcome boomerang employees.

With a suitable onboarding process, you can take advantage of their renewed enthusiasm and experience for the benefit of the entire organization.

3. Development and performance evaluation

Once the boomerang employee has rejoined, it is important to perform regular performance evaluations to ensure that they are adapting well to their role and their career plan is suitable.

In that respect, it is advisable that you carry out more frequent evaluations, every 3 to 6 months. This will allow you to detect any adjustment problems early on and take corrective measures with the corresponding training.

Evaluate both performance and adaptation to the culture. Specifically ask how they feel in their role and if they need more support or training.

You can also take the opportunity to obtain feedback on what has changed in the company since the employee left. Their unique perspective may be useful.

In general, boomerang employees usually have great potential, but special attention must be paid to their reintegration and performance to ensure long-term success.

With patience, open communication, and a supportive approach, boomerang employees can become valuable members of the team.

4. Offboarding process

But nothing lasts forever. When an employee leaves the company for the second time, it is essential to say goodbye properly. Even though it’s a boomerang employee, treat them with the same care and respect as any other team member who leaves.

So, as in all good offboarding processes, you should:

Conduct an exit interview to learn the reasons for their departure and get feedback on their experience.
Express your appreciation for their contribution. Despite the circumstances, they have been a valuable team member.
Don’t make assumptions or burn bridges. Even though the relationship did not work out this time, the future is difficult to predict. Maintain professionalism and courtesy.
Learn from the experience. Look for patterns explaining why boomerang employees may leave again. Make necessary changes to improve retention.

Saying goodbye to an employee for the second time can be frustrating, but it must be handled maturely. Keep the lines of communication open and try to continuously improve for the future. With an open mind, boomerang employees can continue to offer valuable lessons.

Advantages of boomerang employees

If you are in a process of personnel recruitment, you should be aware that boomerang employees can bring a series of advantages if you finally opt for one of them. Among the main benefits, the following should be highlighted:

Greater productivity in less time: Boomerang employees are familiar with the company, allowing them to adapt quickly and be more efficient in less time.
Renewed vision and professional development: On returning to the company, boomerang employees bring with them a fresh perspective and new experiences acquired in other workplaces.
Possible new synergies: These employees may have external connections that can open up new business opportunities and strengthen the network of contacts.
They help to curb the shortage of talent: In a competitive labor market, finding and retaining skilled talent can be a challenge.

Disadvantages of boomerang employees

As with everything in life, bringing a boomerang employee back also has its risks. That’s why you should pay special attention to the following aspects:

The profile doesn’t always fit the role: While employees may have previous experience in the company, it’s not always a guarantee that their profile is the most suitable for the role they are returning to.
Culture clashes: During their absence, boomerang employees may have experienced changes in their work methods or in their labor values and expectations.
Special care is required in communication: The employees may encounter former colleagues and superiors. This can generate communication challenges, since misunderstandings or misaligned expectations could occur.
They may lose motivation more easily: Although boomerang employees may return to the company with renewed enthusiasm, they may also experience a faster loss of work motivation.

With a good strategy, the benefits of reintegrating a boomerang employee will far outweigh the drawbacks. Remember, they return home with new skills. What are you waiting for to welcome them? It’s time to bet on talent.

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Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

What is a boomerang employee and how to manage their reintegration?