Home > Uncategorized > Boomerang Hiring On The Rise

Boomerang Hiring On The Rise

May 23rd, 2016

The recruitment of former employees gaining importance – former networks serve the contacts Gummersbach/Dusseldorf, May 13, 2010 – former employees of a company are becoming increasingly important for the formation of the employer branding, the so-called employer brand. It has the Gummersbach Kienbaum of communications in their benchmark study internal employer branding “found. This has the company human consulted resources decision-makers from 140 companies. “Therefore wins the boomerang hiring, the renewed recruitment by former employees in the crisis in addition to meaning: the process and the communication with the departure of employees take already a high at almost two-thirds of the respondents top companies up to very high priority”, according to the study. And further: top priority therefore is almost twice as high as for the average of the employer. And that doesn’t happen without a reason.

Whether in the private or professional environment Finally, any current or former employee is consciously or unconsciously Ambassador of the employer brand.”the trend again in the boat to pick up former leaders, is visible in many sectors”, confirms Udo Nadolski, Managing Director of the specialized technical recruitment, strategic leadership and outsourcing services company Harvey Nash in Dusseldorf. Especially in the upper levels of the hierarchy, where the range of top forces will become more scarce, trying to bring back the best”, so the staff expert. But how do you keep the contact? Even when employees leave a company, they want to cancel all bridges behind him. So the current application practice study 2010 “of the Centre of human resources information system (CHRIS) of the universities of Bamberg and Frankfurt am Main and the online career portal monster that 90 percent of the job seekers surveyed by over 9,000 career interested and want to remain in contact with the former employer and its employees. Only 9.2 percent of the respondents would never communicate with the ex – employer. Also out Contact with former employees, just too service providers divorced from, can be quite reasonable business point of view. So do many companies of exit interviews with departing employees, some employers build so-called alumni networks, continue to tie former employees to the company. According to the study, more than four out of ten of the respondents job seekers and career interested would be recorded with 44 percent in such a network of former.

Overall the majority of respondents can imagine even a medium-close relationship with the former employer. The advantage for future recruitment strategies: Known and especially proven specialists or managers can be easier, a vacancy can be avoided. Decide the former to return, but found a significantly easier again in the business processes as a newcomer.

Uncategorized ,

Comments are closed.