Boomerang recruitment: a win-win situation for all

Staffing is a critical HR function that includes hiring and retaining people, with recruiting and choosing employees being among the most important components. However, finding an ideal candidate for the right position is never straightforward, as employing individuals presents several obstacles to the employer. Therefore, what is the solution for finding employees who are suitable for an organisation? One solution is to bring back employees who left the organisation, either freely or accidentally. This is known as boomerang recruiting, which refers to the method of hiring past workers who left an organisation but were later attracted back, usually because they were excellent performers or departed on a positive note.
According to Business Insider, boomerang recruiting is on the rise, as talented people return to their previous companies, potentially saving up to 50% over traditional hiring methods. Boomerang employees accounted for 35% of all newly recruited individuals in the United States of America in March 2025, an increase from 31% in March 2024. The rate of boomerang recruiting continues to rise across various sectors, including information technology (68%), education (55%), accounting and finance (39%) and tourism and hospitality (35%), with an average of 35%. According to Harvard Business Review, a Fortune 500 business can save up to $12 million by diligently hiring boomerang employees, recouping up to 213% of the pay of a high-skilled employee.
Boomerang recruiting is critical for various stakeholders. First, consider the benefits to businesses: faster onboarding, proven employee performance, fresh ideas, new viewpoints and new experiences from employees, knowledge transfer, a stronger employer brand and lower costs than obtaining new personnel. It also helps organisations by reducing training time and costs, boosting innovation and improving their reputation. Next, the importance for employees: the realisation that 'the grass is not greener on the other side' leads many to appreciate their former employers. Returning to a familiar workplace can alleviate stress, encourage career advancement, revive respect for the company's culture and enhance existing relationships, thereby increasing engagement and overall efficiency.
Here are some of the key takeaways for employees and businesses: Employees: Leave the company with grace, clarity and on good terms so that doors are kept open for you in the future. ADP payroll data indicate that 94% of employers plan to rehire former employees who left on good terms, making re-entry a viable career path. In the corporate world, goodbyes are not forever; returning is no longer seen as backtracking. It is a smart and strategic move that signals self-awareness and adaptability. As economic uncertainty grows, many employees are returning to familiar workplaces where they find the necessary familiarity and comfort.
Businesses: People leave occupations to pursue new opportunities, professional growth, education and further training in other organisations. After a period, if they signal a return, it is always better to rehire them, as they can contribute swiftly, rekindle their dedication and bring external experiences and new talents, all of which help fuel innovation. Furthermore, many people return because they are familiar with the system, are nostalgic and make accurate comparisons to new employers. However, there are a few obstacles that must be addressed with rehires, including cultural fit issues, a sense of entitlement, the possibility of prior disputes resurfacing and perceptions of fairness or favouritism. Investing in personnel who left the company under favourable terms is not an option; it is an HR corporate strategy that can lead to positive outcomes for the organisation.
Boomerang recruitment is a systematic approach to people management that promotes long-term growth and competitive advantage. Recognising returning personnel as valued assets promotes an environment of constant learning and adaptability. However, the organisation must thoroughly examine the reasons for the previous departure to avoid recurrence concerns.