In these cases, it is important to show where your company stands and find ways to promote inclusive time off and hiring policies. For instance, they needed time off to care for a sick relative or child. Perhaps the employee left for family or personal reasons. Due to their experience, these former employees can bring valuable perspectives and insights to the company. In this situation, it is important to determine whether the new skills match those required for the role. Often, boomerang workers leave, work elsewhere, and return to apply for a more senior position. The interview process will give you a better understanding of the employee’s intentions and reasons for wanting to rejoin the team. If the employee’s records show that they would make a fitting rehire, it is a good idea to proceed with an interview. The candidate’s contract was terminated due to negative work habits or attitudes.They experienced conflict with the company culture.Here are some common examples of candidates that should be screened. The best way to do this is by adopting specific criteria for filtering candidates. In order to ensure that you are bringing the correct talent back on board, it is important to separate good rehires from not-so-good ones. Before deciding upon fitting company policies and procedures, Here are some general guidelines to help you put the optimal rehiring policy in place. The onboarding process for former employees is dependant on a number of factors, and rehiring decisions should be made on a case-by-case basis.
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