Rehiring a former employee may seem like a safe choice, but it’s important to weigh the pros and cons. After all, there was a reason that you parted ways in the past. If those issues are resolved, though, rehiring can offer some real benefits over starting fresh. Let’s take a look at the advantages and disadvantages.
Pros
- Familiarity with the role. One of the biggest advantages of rehiring a former employee is that they already know the ropes. You’ll only have to provide training on anything that’s changed, rather than starting from scratch.
- Existing connections. If your former employee was on good terms with the rest of the team, not to mention clients and vendors, they can go right back to leveraging those connections. They won’t need an adjustment period to find their place.
- Saving time and money. Since your former team members are a known quantity, you won’t need to put a lot of effort into the recruiting and hiring process.
- Known performance. The past typically predicts the future. A former employee with a great track record is likely to perform well again. Knowing what to expect can be valuable, especially for a high-pressure position.
- New perspective. If the person has worked elsewhere in the interim, they could bring a fresh perspective to the role. Since they already know what’s required, they may be able to bring helpful insights directly to their work.
Cons
- Unresolved issues. If your former team member left under challenging circumstances, there may be some lingering resentment on either side. You’ll want to sit down with them to carefully and thoroughly address what happened before making your hiring decision.
- Relationship drama. If the person had trouble getting along with other team members who are still there, bringing them back could reignite old feuds. This could be especially difficult if a former peer has since been promoted.
- Adaptation challenges. Neither companies nor employees remain stagnant for long. Both your business and your former employee have grown and changed. It’s important to set expectations from the outset rather than allowing the person to think everything will be exactly the same.
- Potential whiplash. Dig into the reasons why your former employee previously left. If it was for a “better” role, why are they back now? People sometimes want to return to the familiar if they’re struggling, but may be inclined to leave again if they perceive that the grass is greener elsewhere.
There is no single answer to the question of whether to rehire a former employee. Each person and each situation is unique. Work your way through the pros and cons, ask lots of questions, and come to the decision that feels right to you.
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