Recruitment today is more competitive than ever. But what if your next great hire isn’t buried in countless resumes, but someone who already knows your company inside out? That’s the power of Boomerang Hiring: rehiring former employees who return with fresh experience and proven cultural fit.
Did you know that Boomerang Hiring can save organizations up to 67% in recruitment costs?
What Is Boomerang Hiring? Definition and Growing Importance in 2025
Boomerang Hiring refers to the practice of rehiring former employees who previously left the company. These individuals, often called boomerang employees, return with a blend of company familiarity and new external experience. Employees leave for various reasons: career changes, family needs, new opportunities, or simply seeking change after dedicating 15-20 years to the same role. Understanding why someone left is the first step in successful boomerang hiring. This knowledge helps you tailor your approach when reconnecting with former employees and making compelling return offers.
Boomerang workers accounted for 4.5% of new hires in 2021, up from 3.9% in 2019 – LinkedIn data
Benefits of Boomerang Hiring for Modern Talent Teams
Boomerang Hiring is a powerful tool in the talent acquisition arsenal that guarantees effective contributions and success. Boomerang Employees possess a wealth of knowledge, experience, and an unparalleled understanding of your culture, policies, and procedures. Their inherent familiarity allows them to hit the ground running, championing inclusivity, such as enabling individuals, especially women, who temporarily left the workforce to resume their careers, thereby fostering diversity and immediate impact from day one.
- Cost Savings: Rehiring former employees can reduce recruitment expenses by up to 67%
- Faster Onboarding: Their existing knowledge of your systems and culture ensures faster productivity.
- Lower Risk: Reduces hiring risk and saves over 30%+ in employee first-year earnings
- Cultural Fit & Continuity: Reinforces your company culture with trusted, aligned individuals.
- Thought leadership & Networking: Brings in external knowledge gained during time away.
- Higher Retention: Boomerang hires tend to stay longer and boost morale.
- Supports D&I Goals: Especially helpful for returning women professionals or mid-career pivoters
‘75% success rate for lateral Hires, a perfect 100% for Boomerangs.’ – CHRO, MakeMyTrip
How to Build a Successful Boomerang Hiring Program:
Define Boomerang Hiring Policies
Establish transparent policies outlining eligibility criteria and the application process for Boomerang Hiring. Honesty and fairness are essential to ensure former employees understand what to expect. Clarity breeds confidence, encouraging their return.
Smooth Exit Process
A smooth exit lays the foundation for successful Boomerang Hiring. It includes exit interviews, knowledge transfer, positive farewells, ongoing communication, alumni network integration, clear exit procedures, and exit surveys. This process leaves the door open for potential returnees and demonstrates a commitment to employee satisfaction and growth, enhancing future talent reacquisition.
Build a Strong Alumni Network
Cultivate a dynamic alumni network with a dedicated website and social media presence to foster Boomerang Hiring success. For a comprehensive guide on how to start and manage an alumni program effectively, check out our article, “The Ultimate 7-Step Guide to Launch Your Corporate Alumni Program.” By leveraging technology with an alumni website and a strong social media presence, complemented by in-person events, you’ll create a robust community, keeping former talents informed about your organization’s developments and enticing career opportunities.
Form Dedicated Boomerang Hiring Team
Form a team to manage an organized database of alumni, understand their evolving aspirations, and facilitate rehiring. This team will lead outreach efforts and streamline the rehiring process.
Engage with Former Employees
To maintain good employee relations and build relationships it is essential to proactively rekindle connections with former employees through alumni networks and social media. Additionally, employ targeted emails and direct messaging to effectively communicate with former employees, fostering lasting relationships.
Create Rehiring Recruitment Drives
Take a proactive approach by launching targeted recruitment drives aimed at former employees seeking new opportunities. Reach out to recent departures and those expressing interest in returning. Leverage social media to identify active job seekers among former talents and position your organization as their top choice.
Use Automated technology solutions to scale boomerang hiring
Utilize Automated technology solutions streamline the entire employee journey, integrating exit processes, alumni network engagement, and recruitment drives into a unified system. This holistic approach centralizes communication, automates outreach, facilitating a clear understanding of the pros and cons of boomerang hiring by identifying ideal rehire candidates based on data and ensuring the right person for the right role. This efficient automation optimizes your boomerang hiring strategy for maximum effectiveness.
Boomerang Hiring is a proven strategy for smarter, faster, and more cost-effective recruitment. Former employees bring not only familiarity but renewed commitment, innovation, and cultural alignment. At Vaave, we help organizations leverage their alumni network to maximize the impact of boomerang hiring.
Want to see how Boomerang Hiring can transform your recruitment? Reach out to us at hello@vaave.com to learn how our alumni engagement solutions can boost your hiring success.