Are sequels making a comeback? Rehiring former employees is on the rise
There are a variety of terms to describe employees who leave an organization and then make their way back: rehires, returnees, alumni hires, boomerangers, and retreads. Although people returning to a former employer for a second act or a sequel has been common in some industries over the decades, it’s becoming increasingly more common now. In fact, many employers are actively targeting former employees as part of their overall recruiting strategy.
A quick look at survey data reveals some interesting trends. According to ADP, boomerang employees made up 35% of new hires in March 2025, up 4% from last year. In the information sector alone, hiring ex-employees made up 68% of all March hires. While hiring back seasonal employees has always made good business sense, the surge in the popularity of rehiring, and its appeal to a wider swath of industries and a broader range of positions, is noteworthy.
Most who have experienced the “Boomerang Effect” are fans; there are many benefits to both the employer and employee. Even though today’s labor market is not nearly as competitive as it was during The Great Resignation, recruiting is still resource intense. It’s usually easier to “woo” a former employee who knows the organization and the culture than someone who is unfamiliar. Easier yet are situations when an employee who left voluntarily for the promise of greener pastures is now actively trying to make a comeback. In the best cases, the person who left comes back with additional skill sets and insights to contribute. Sometimes these rehires come back to the same or an equivalent position, but often, the candidate’s additional skills warrant a higher-level position upon return.
Onboarding returning employees is normally easier too, lightening the load on HR and hiring managers alike. And importantly, boomerangers can make an impact on the organization more quickly than a new employee, due to the limited training required to get them up to speed.
Frankly, I am not surprised that more industries have discovered the rewards of rehiring. This more open-minded approach is ripe with possibilities — as opposed to the traditional breakup philosophy (drawn from the dating arena). Historically, employers subscribed to the notion that once an employee had parted ways, there was no chance for reconciliation. Clearly, employers who still choose that approach today will find themselves with fewer applicants and missed opportunities to add value to their organizations.
I’ve become an enthusiastic proponent of the boomerang approach after very positive experiences rehiring former staff members. In several cases, the sequel has been longer and more successful than the original. All the benefits mentioned above, including enhanced skills and experience, and many more have accrued to the good at our organization and allowed us to provide even better service to our members and customers.
As with all hiring strategies, there is no one-size-fits-all approach that will be equally effective in every industry. What works well in the information sector or health care might not apply exactly to manufacturing or in the public sector. But, if you haven’t considered tapping into your alumni for open positions, I’d recommend you take a calculated risk with this qualified pool of skilled applicants and reap the rewards.
• Mary Lynn Fayoumi is president and CEO of HR Source in Downers Grove.