It is possible to be rehired after quitting a job. The practice is common enough that it has a name: “boomerang employees,” who are individuals that leave a company only to return later. The trend of rehiring former employees has become more accepted in recent years. Whether a company decides to rehire a past employee, however, depends on a specific set of circumstances from the employer’s perspective.
Factors That Influence a Rehire Decision
A primary factor in any rehire decision is the way the employee originally resigned. An employee who provided a standard two weeks’ notice, completed their projects, and maintained a positive attitude is viewed more favorably than one who left abruptly or on bad terms. Leaving under a dark cloud, such as being a poor performer or troublemaker, makes getting rehired unlikely.
An employee’s past performance and established relationships are also scrutinized. A company is more likely to rehire a known high-performer who consistently met or exceeded expectations, as they represent a proven asset. Positive relationships with former managers and colleagues are also beneficial, as these individuals can vouch for the candidate’s skills and cultural fit.
Some companies have explicit policies regarding boomerang employees. These can include a mandatory waiting period, often six months to a year, before a former employee is eligible for rehire. In other cases, an employee’s file in the human resources system might be marked as “ineligible for rehire” based on the circumstances of their departure, effectively closing the door on a return.
A company’s current needs and the employee’s original reason for leaving are weighed. If an employee left to gain new skills that are now valuable to the company, their return can be seen as mutually beneficial. If there is an open position that fits the former employee’s qualifications, the chances of being rehired increase, as it can save time and money on recruiting.
How to Strategically Ask for Your Old Job Back
The process of returning to a former employer should begin with strategic outreach. Before submitting a formal application, it is wise to first contact a trusted former manager or a contact in human resources. This initial communication serves to gauge the company’s interest and determine if returning is a realistic possibility.
The tone of your outreach should be humble and professional, clearly stating your interest in returning to the company. It is beneficial to highlight any new skills or experiences you have acquired since your departure, framing your time away as a period of growth. This demonstrates that you would be returning as a more valuable asset.
If the initial feedback is positive, the next step is to follow the company’s official application process. This may involve submitting a new resume and cover letter through their career portal. Adhering to the formal procedures shows respect for the company’s hiring protocols. Prepare an updated resume that showcases your recent accomplishments and tailor it to the role you are seeking.
Be prepared to answer direct questions about why you left and why you want to return. It is important to be honest without speaking negatively about your most recent employer. Frame your desire to come back around positive aspects, such as a preference for the company culture or a belief that the role is a better long-term fit for your career goals.
Weighing the Pros and Cons of Returning
Returning to a previous employer offers the advantage of familiarity. You already understand the company culture, internal processes, and the people, which can shorten the onboarding period and allow you to become productive more quickly. This existing knowledge can also provide a foundation for negotiating a higher salary or a more advanced role.
Another benefit is the established relationships with former colleagues and managers. These connections can make reintegration into the team smoother and provide a built-in support system. If you left on good terms, your return might be welcomed by the team, demonstrating to current employees that the company is a desirable place to work.
Conversely, honestly assess if the reasons for your original departure have been resolved. If you left due to a toxic work environment, conflicts with management, or a lack of work-life balance, returning could lead to the same dissatisfaction if those underlying issues persist.
A return could also be perceived as a step backward in your career trajectory. Colleagues might question your loyalty, and you may need to work harder to prove your commitment. There is also a risk of stagnation if the role has not evolved, potentially limiting opportunities for new challenges and professional growth.
What to Do If You Are Not Rehired
If the company decides not to rehire you, accept the decision with professionalism and grace. Thank your former manager and any other contacts for their time and consideration. Maintaining a positive relationship keeps the professional network intact and leaves the door open for future opportunities.
Use the experience as a moment for reflection. The process of exploring a return to a former job can provide clarity on what you truly value in a workplace and a role. This can help you refine your job search and identify a new position that aligns even better with your long-term career goals and personal priorities.