DEAR FRIENDS,
I AM LOOKING FOR SOME CASES AND PROFESSIONAL GUIDELINES ON RERECRUITMENT OF AN OLD STAFF OR AN EX-EMPLOYEE.
I AM NOT SURE WHETHER IT IS GOOD OR BAD BUT RECENTLY MANY OF OUR STAR PERFORMERS HAVE APPROACHED US FOR COME-BACK.
SHOULD WE ENCOURAGE OR REGRET RERECRUITMENTS ?
PLEASE SHARE YOUR VIEW & EXPERIENCE.
From India, New Delhi
2I AM LOOKING FOR SOME CASES AND PROFESSIONAL GUIDELINES ON RERECRUITMENT OF AN OLD STAFF OR AN EX-EMPLOYEE.
I AM NOT SURE WHETHER IT IS GOOD OR BAD BUT RECENTLY MANY OF OUR STAR PERFORMERS HAVE APPROACHED US FOR COME-BACK.
SHOULD WE ENCOURAGE OR REGRET RERECRUITMENTS ?
PLEASE SHARE YOUR VIEW & EXPERIENCE.
From India, New Delhi
[b]Dear Mr.Sinha,
The star performers are always an asset for any organisation and to my mind we should be open enough to reinduct our ex employees because It is a matter of pride for the company if a former Employee wants to re-join the company.
But there must some guide lines be made and included in the policy manual,which may be as below mentioned;
GUIDELINES for RE-INDUCTION
The former Employee may be considered for Reinduction in cases where;
His/her past performance before leaving us must have been very high.
He/she must have made valuable/good contributions in his/her areas.
He/she must now be considered as a good professional with high competence
Therefore, the factors to be considered while Reinduction should be:
Past Performance
· Competence, and
· Expertise in certain areas.
The former Employee must not have left/departed on bad note, to say that, there was nothing adverse against him/her in terms of integrity, discipline, behavior etc.
Reinduction must be against an existing vacancy. The period of leaving should not be a major point. At any given point of time, if the former Employee can do value addition, should be considered for Reinduction.
Regards,
Ashok Kumar
From India, Gurgaon
The star performers are always an asset for any organisation and to my mind we should be open enough to reinduct our ex employees because It is a matter of pride for the company if a former Employee wants to re-join the company.
But there must some guide lines be made and included in the policy manual,which may be as below mentioned;
GUIDELINES for RE-INDUCTION
The former Employee may be considered for Reinduction in cases where;
His/her past performance before leaving us must have been very high.
He/she must have made valuable/good contributions in his/her areas.
He/she must now be considered as a good professional with high competence
Therefore, the factors to be considered while Reinduction should be:
Past Performance
· Competence, and
· Expertise in certain areas.
The former Employee must not have left/departed on bad note, to say that, there was nothing adverse against him/her in terms of integrity, discipline, behavior etc.
Reinduction must be against an existing vacancy. The period of leaving should not be a major point. At any given point of time, if the former Employee can do value addition, should be considered for Reinduction.
Regards,
Ashok Kumar
From India, Gurgaon
Employees are the best ambassador of the organization even after they leave. In todays market condidtions where the professionals with right skills and attitude are scarce. It make sense to rehire the exemployees. The company has the benefit of having known the performance and cultural fitment in the organization. Provided
He left on an amicable note
Had very good or excellent performance,
Has settled his dues and has not breached the contract terms in terms of confidentiality etc.
You have to watch out that he will not upset the internal equity or do not pay him higher then others who have stayed with the organization. Unless he has acquired a rare skill which other do not have.
REgards
Arif
From India, Delhi
He left on an amicable note
Had very good or excellent performance,
Has settled his dues and has not breached the contract terms in terms of confidentiality etc.
You have to watch out that he will not upset the internal equity or do not pay him higher then others who have stayed with the organization. Unless he has acquired a rare skill which other do not have.
REgards
Arif
From India, Delhi
I am sure you have a need to re-hire that individual, that should be the first premise. You have already acknowledged him/her being a STAR performer and I am assuming that his conduct/attitude was fine otherwise this discussion wouldn't have taken place at the first place.
Do you hire ex-employees?
Absolutely YES ( Based on acknowledgement that the resource had a STAR track record and behavioral fit )
Reasons: You know each other, less orientation and ramp up time. Known devil/unknown devil. :wink:
I think there's more good than bad, so if you think he was good to the company and had a smooth exit, both kept in touch and wants to come back, Go ahead and bring him on.
Do you hire ex-employees?
Absolutely YES ( Based on acknowledgement that the resource had a STAR track record and behavioral fit )
Reasons: You know each other, less orientation and ramp up time. Known devil/unknown devil. :wink:
I think there's more good than bad, so if you think he was good to the company and had a smooth exit, both kept in touch and wants to come back, Go ahead and bring him on.
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