"Boomerang" employees

Imagine: you are the head of human resources in production. Monday morning: you welcome a new employee. They already know their colleagues, the processes and even the clocking-in procedure. An ideal scenario, right?

In a society that values innovation and forward momentum, returning to an employer you chose to leave or were forced to leave may seem surprising. However, the phenomenon appears to be growing, and human resources departments sometimes value the experience gained to encourage people to return, especially during periods of skilled labour shortages.

In line with the current trends

The world of work is changing and generations are becoming increasingly mobile. In the past, loyalty to the same employer was the norm: resigning presupposed conflict and dissatisfaction. As a result, an employee who admitted to wanting to return to their former company risked being seen as unstable and unsure of what they wanted. Nowadays, the turnover rate in the labour market is very high. It is common to change jobs simply to diversify one's experience. In such cases, leaving a company does not normally lead to personal resentment,so the ground is fertile for a possible return.

Some statistics 

The recruitment agency Robert Walters, which has a strong presence in the Swiss market, has quantified the phenomenon. Currently, 65% of employees surveyed say they are willing to change jobs within the year. Even more interestingly, in 2024, 69% of professionals would be willing to return to their former employer, and 79% of human resources professionals would be willing to rehire a former high-performing employee. Among the reasons that employees cited for returning to their former employer, better pay and a change in management were the most frequently mentioned, suggesting that dissatisfaction with pay or management is one of the main reasons for resigning.

Creating a path for return

We contacted a company that is particularly open to the idea of rehiring former employees: Sotfcom Technologies SA, a creator and provider of services in the field of digital transformation. Active throughout Switzerland, the Fribourg-based company operates in a field where qualified personnel are hard to find and takes great care to cultivate its employer brand. An alumni club was created: when an employee resigns, they are offered the opportunity to join the club so that they can stay in touch with their former colleagues. Alumni receive a newsletter and are invited to evening events organised by Softcom to encourage interaction between current and former employees and potential talent. As the company's website rightly states: ‘Switzerland is far too small to embrace protectionism; we favour collective intelligence and openness.’

According to her, exchanges are all the more important given how quickly technology is evolving: ‘AI cafés’ are regularly organised to ensure that all staff remain up to date in this field.

Leaving to come back better? Our advice.

Have these few lines sparked some new ideas? Here are a few recommendations to consider before becoming a boomerang employee:

1. Make a good impression when you leave: even if you are convinced of the benefits of an imminent change of job, no one can predict the future. It is always advisable to see out your contract, even if the decision to leave is not yours. Leaving a good impression may open doors in the future.
2. Stay in touch: When you change jobs, you turn a page, and promises to call your colleagues for a coffee don't always materialise. However, it's essential to stay connected, at least through social media. If the company offers networking events or an alumni programme, take advantage of them!
3. Clearly define your expectations: Remember why you left your job: were you simply looking for a new experience? Were there any major points of dissatisfaction and, if so, do you have any guarantee that they will have disappeared? Again, networking can be useful for gauging the temperature before making contact.
4. Communicate freely: Is now the right time to approach your former employer to assess your chances of returning? Set clear goals and communicate authentically. It may be useful to briefly revisit the reasons why you left, but don't dwell on them. Explain your new expectations and your hopes for the future of your career.
5. Highlight your latest experiences: an extra line on your CV means new knowledge and greater adaptability. Whether it's technical skills or soft skills, you are more experienced than before. This can influence your salary and responsibilities – don't be afraid to bring it up.