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O P I N I O N
Previous employees Depending on why they left – and what they did while they were gone – it might be a good idea to welcome them back into the fold.
I t’s not uncommon when sorting through a pile of resumes to come across a familiar name. If a former employee applies for a position with the company they once left, is rehiring them a stroke of luck or a terrible mistake?
are poor choices for rehires; however, rehiring an employee who left due to a family situation, such as caring for an aging parent, can not only foster long- term loyalty with the rehired employee, but also “One of the biggest advantages to a previous employee is that they are a known commodity. You know their personality, work ethic, and skills ... They know the company’s procedures, culture, and goals. If a good fit for a rehire, they can offer significantly reduced retraining cost.”
One of the biggest advantages to a previous employee is that they are a known commodity. You know their personality, work ethic, and skills. That knowledge goes both ways: They know the company’s procedures, culture, and goals. If a good fit for a rehire, they can offer significantly reduced retraining cost. But how do you decide if they are a good candidate? I offer you a criterion to evaluate. 1)What was their past performance? The single most important thing for you to consider is their previous track record. What was their performance while at your company? Did they bump along the bottom or continually exceed expectations? Did their co-workers enjoy working with them or did they sow workplace strife and frustration? 2)Why did they leave? The question is more nuanced than if they were fired. Did they quit because they were frustrated with the company? Those employees
Cheryl Hyatt GUEST SPEAKER
See CHERYL HYATT, page 12
THE ZWEIG LETTER November 13, 2017, ISSUE 1224
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