When an employee hands in their resignation, it’s often seen as the end of the road. But in today’s workplace, that goodbye might be a “see you later.” Enter the rising trend of boomerang employees—former staff members who return to their old companies after some time.
Like a real boomerang, these professionals circle back, bringing fresh experiences and a better mindset. This trend has gained significant traction, particularly in the post-pandemic job market, where flexibility, familiarity, and purpose have become key part of a hiring strategy.
Recognizing this shift, global organisations are increasingly tapping into the potential of these returning professionals.
Cognizant, for example, has welcomed back over 14,000 boomerang employees in the past two years alone. And the trend isn’t limited to just mid-level talent. It’s making waves in the C-suite as well. Vedanta recently rehired its former CFO, Ajay Goel. Ajay Kapur, who previously led Ambuja Cements, returned as CEO of Adani Cement—a clear signal that even top executives see the value of returning to familiar ground.
So, what’s driving this shift—and is it right for your organisation? Let’s dive deeper into the rise of boomerang hires, uncover the value they bring, and explore the potential pitfalls companies need to navigate when welcoming former employees back into the fold.
Pros and cons of boomerang hiring
A boomerang employee often leaves their organisation for higher pay, better benefits, or increased job satisfaction. In many cases, they are enticed by what appears to be a more promising opportunity elsewhere. When they return, boomerang employees often bring several advantages to employers. Let’s take a closer look at the pros of bringing boomerang talent back on board:
Reduces recruitment and training expenses: Hiring a new employee is no small task—it involves everything from sourcing the right candidate to onboarding and training them for the role. This process can be time-consuming, resource-intensive, and expensive for both HR teams and companies. Boomerang employees offer a smart alternative. Since they’re already familiar with your company’s culture, values, and processes, they can ramp up faster and start contributing almost immediately.
Research shows employers can save between one-third and two-thirds of recruitment costs by rehiring former employees. Their familiarity with the company reduces onboarding time and the risk typically associated with new hires.
Fresh perspectives and elevated morale: While boomerang employees may return to the same workplace, they come back with fresh insights and a broader perspective from experiences elsewhere. Having worked in different environments or industries, they often bring a deeper understanding of the market and a renewed sense of purpose. Their return can also uplift team morale, reinforcing a positive company culture. It sends a powerful message—this is a place where employees feel valued—and if someone chooses to return, it’s a workplace worth staying in.
Indian Companies Leading the Boomerang Hiring Trend
Both global giants and Indian companies are embracing boomerang employees’ trend, with several homegrown firms leading the way. Let’s explore some of the popular names driving this shift.
- GlobalLogic, an American software engineering services firm, runs its alumni comeback program in India, which is known as the ‘GLhomecoming’ initiative. The program invites former employees to return to the company by reaching out through email and social media channels. While open to alumni from diverse roles, the program strongly emphasises attracting talent in the digital transformation domain.
- Online job portal Naukri.com has recently introduced the Boomerang platform, powered by the Naukri Hiring Suite. This new solution is designed to help organisations reconnect with former employees and unlock their potential. The platform’s key features include one-click tracking of former employees’ career progress, seamless communication of return benefits, insights into their rejoining interest, and access to their networks for referral outreach.
- Indian startups are also actively embracing this trend. For example, battery-tech company Log9 Materials encourages the return of former employees to streamline the hiring process. By doing so, they reduce the time and effort typically required for sourcing, screening, negotiating offers, and managing potential dropouts before onboarding.
Cons of Boomerang Hiring
While tapping boomerang employees has advantages, it also has potential downsides that companies must consider. Each rehiring decision should be approached individually, carefully considering any potential challenges.
- A key concern with rehiring boomerang employees is their level of commitment. Employers must understand why the individual left in the first place and what’s motivating their return. If the departure was due to unresolved issues or burned bridges, there’s a chance the employee may not be fully engaged upon rejoining. In some cases, they might view the role as a temporary solution while continuing their job search, which increases the likelihood of another exit—disrupting team stability and affecting overall morale.
- Another potential challenge is friction among existing staff. If a boomerang employee is offered a higher title or salary than colleagues who remained loyal to the company, it may lead to resentment. Current team members might perceive this as favouritism or special treatment, which can impact morale and create a sense of unfairness in the workplace.
Final Thoughts
As the trend of boomerang employees become more common, employers must carefully evaluate whether rehiring a former employee aligns with their current needs and culture. Clear communication is key—ensure that returning employees are updated on any changes in operations, roles, or structure to help them reintegrate smoothly and align with current expectations.