Companies today willingly re-hire old employees and enjoy the benefits of their immediate high productivity. Some of them (like McKinsey, Ernst & Young, HP and Deloitte, to name a few) have internal strategies and processes focused on attracting ex-employees back to the fold using alumni programs. Companies have found such efforts helpful in recruiting valued former employees, converting the alumni into loyal customers, establishing potential business partnerships (through the former employee’s current company), or gaining referrals to potential customers and new hires.
Planning the Alumni program:
In formulating a program to re-hire alumni, it is important to decide the criteria by which an alumnus would be considered as a worthwhile re-hire. In other words, it is important to note that everyone is not automatically eligible to be re-hired.
Successful alumni programs require continuous interaction. The program must begin when the individual departs from your organization, and continues over the individual’s career. Key elements found in the top programs include:
Watch Out for these Challenges:
While re-employing former employees brings great benefits, there are risks that can result from an unstructured approach. The primary concerns cited by Human Resources personnel when re-engaging former workers are:
Sound business practices can avoid legal and financial risks and remove obstacles to rehiring previous workers. Let us explore those practices in our next post.
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