Who has never been tempt to accept a job offer or try their luck elsewhere even if they were not unhappy in the organization where they worked? The aspect of novelty , the desire to advance their career or the possibility of obtaining more advantageous conditions are often factors that tip the balance.
Even though employers are developing their
HR marketing skills, too often they seek to convey an attractive image instead of being totally transparent . I dream of job offers that would also display the disadvantages of a position because it is not true that everything is perfect all the time. You have to know how to read between the lines, do some research if you know people internally or get started before even knowing if this new position really suits you. And it goes both ways: the candidate usually also shows himself in his best light to achieve his goals!
It is therefore less and less rare to see employees return to their old position because they realize that they were better off before. In the HR world, they are called ” boomerangs ” while at Spektrum, Georges likes to call them ” comeback kids “. Having been confronted with the lithuania mobile phone numbers database phenomenon twice rather than once in the space of a few months, we decided to take a closer look at it. It is therefore based on the cases of Richard and Nicolas , web developers, that we present to you the winning conditions for engaging in such a process.
Forget the ego
According to a Kronos olivier rousseau spk specimen and WorkplaceTrends.com study of 1,800 U.S. employers, 76 percent are open to rehiring boomerangs, even though until recently, 50 percent worked at organizations that banned the practice. For the rest, ego comes into play. Why rehire an employee who previously left? Why not?
“In this context, people try many different jobs and the decision often comes down to employees. It’s normal that sometimes an employee wants to leave for professional or personal reasons, but at Spektrum, if the relationship ended well, the door can remain open if they want to come back,” says Georges.
Starting off on the right foot
What determines the possibility of return is obviously the circumstances of departure.
Georges, Rich and Nic are unanimous: the most important thing is honesty . In both cases, the working relationship had ended well and they had not left because they no longer “fit” in the team but to seek new challenges and experiences.
“Of course, when I came back, the first thing we did was have an honest discussion. That’s the basis of all personal and professional relationships,” Nic explains.
Identify what matters most
While we’re increasingly hearing about kegs at work, corporate sports , social activities, and great perks, some people prefer to work their shift and go home in exchange for a bigger paycheck. As for our two boomerangs, they admit to taking Spektrum’s corporate culture for granted.
From the employer’s perspective, every conduit china employee departure is a kind of validation of the culture , values, and dynamics of an organization. So why not see his return as a positive signal? After all, if he decides to come back even after having tasted something else, it must be because the recipe is effective .
“The guys were waiting for us with a beer, so we can say it went well.”