Boomerang: the rise in returning employees

‘Boomerang’ employees are those who leave a company and later return, usually within a year or two. We explore the motivations of boomerang employees and how they could add value to your business.

4 mins read
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almost 2 years ago

The upheaval of recent years has led many workers into making rash decisions about their lives, including their work. Now regretful at jumping ship or changing career, some are pining for their old jobs, with a growing number rejoining their former employers. 

According to our latest LinkedIn poll, 55% of 1,000+ respondents said they have hired a so-called boomerang employee and would do so again, with 26% saying they haven’t but would be open to it. Only five per cent of those who said they had rehired someone said they wouldn’t again, compared to 13% who said they never had and never would. 

A recent international survey by US company UKG found that 20% of the global workforce are those who have returned to a company.  

The changing world of work 

Over the last few years, the world of work has undergone significant changes. From the pandemic to the cost-of-living crisis, many people are leaving secure roles in search of higher pay or better benefits elsewhere, during these tough times. 

Similarly, businesses that faced financial difficulty, and had to let workers go, now face a talent shortage. Employers across the board are looking to expand their talent pool. One way to do this is by rehiring former employees. 

In the past, there were negative perceptions of people who left a company and returned. However, post-pandemic, we are seeing a culture shift where employees are prioritising roles that tick all their boxes. Job hopping has become more common as a result – which employers are becoming more accepting of – and if their previous company will provide their next opportunity, there is less hesitation among professionals to return. 

Most companies have seen rapid growth through adopting remote and hybrid working policies and greater wellbeing support for employees, which is leading workers who perhaps gave up those benefits to regret leaving for pastures new – a higher salary isn’t everything.  

Effective offboarding and employer branding 

Employers should offboard people with the mindset that they might one day return, to ensure they’re not burning any bridges.

An exit interview is crucial to offboarding in the right way – it’s an effective attraction and retention tool, which can help with assessing which aspects of the company, or role could be improved. Whether staff are unhappy with their salary or your management style, it’s important to find out why they are leaving, to ensure history doesn’t repeat and improvements can be made.

Those that take employees’ advice into consideration – even those who are leaving – prove they value employees’ opinions and are willing to adapt to their needs. Therefore, taking offboarding seriously works in favour of your employer brand. Employees who left solely for a higher salary, a change of scenery, or something else you couldn’t offer at the time, are highly likely to return when they see improvements have been made. 

Up-to-speed on day one 

Your most valuable asset could be someone you’ve already let go. For example, Steve Jobs left Apple, only to return 12 years later, when it was on the brink of collapse.

Hiring boomerang employees is a great way to find professionals who can hit the ground running. The returner already knows many of their colleagues, the company culture and ethos, and how to do their job – although not everyone returns to the same role. Therefore, there will potentially be less time and cost involved in training them before they can get stuck in. 

Most likely, you rehired someone because they were good at their job in the first place. But returners or ‘boomerangs’ also provide a fresh perspective and new ideas, having picked up new skills and knowledge during their time away. 

Rehiring the right way 

When rehiring, the main concern is that a professional will leave again. Employee retention strategies are key here, as is expectation management. 

Professionals tend to rejoin companies for a higher salary or position. This can cause resentment and jealousy, damaging company morale. However, ensuring each employee is treated fairly will prevent these negative dynamics from forming. Employers should not treat returners any better or worse than the rest of their team. 

Before you rehire someone, it’s important to give an honest overview of how the company has changed since they left and address any feedback from their exit interview. If you rehire someone having solved their issues from the first time, or at least shown an intention to improve, they will feel valued and have greater longevity in your company.

If you’re looking for the perfect professional or an outstanding opportunity, contact your nearest Reed office.

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Pros and cons of universal basic income: solution to unemployment or too expensive?
5 mins read

Pros and cons of universal basic income: solution to unemployment or too expensive?

​​​What is universal basic income?

Universal basic income (UBI) is a system in which every adult receives a set amount of money on a regular basis. This payment is unconditional, meaning it does not depend on the recipient's income, employment status, or any other criterion.

Universal– to everyone

Basic– to cover everyday expenses

Income– regularly, for people to spend how they wish.

UBI has been an interesting and controversial topic of conversation over the past few years, with various trials and studies conducted to evaluate its potential impact. While we may be a long way off from this being considered in reality, let’s look at some of the pros and cons of introducing this concept.

Pros of universal basic income

Reduce poverty

One of the main arguments in favour of UBI is its potential to reduce poverty and economic inequality. A 2022 study by the University of York found that a UBI model could cut poverty by more than half. This would be achieved through tax adjustments and guaranteed weekly payments, providing a stable income for everyone. This stability could lead to a more robust economy, increased consumer spending, more job opportunities, and a healthier market overall.

Increased consumer spending

With more disposable income, people would likely spend more, stimulating demand for goods and services and benefiting businesses across various sectors. This increased spending could also lead to higher tax revenues, which could be reinvested into public services and infrastructure.

Empowering workers

UBI would offer a safety net, reducing the pressure on individuals to accept low-paying or precarious jobs. This could lead to higher job satisfaction and productivity, as people would be more likely to pursue jobs that align with their interests.

Improve workplace conditions

It would also encourage businesses to enhance their working conditions by shifting the power dynamic to the employees. With a guaranteed income, workers would no longer be compelled to stay in jobs solely for financial reasons, allowing them the freedom to leave roles with poor working conditions.

This shift in bargaining power would encourage employers to enhance job quality, offer higher wages, and create more supportive work environments to attract and retain employees. Consequently, businesses might need to implement more employee-focused policies, such as flexible working, improved benefits, and a stronger emphasis on work-life balance, to stay competitive in the labour market.

Innovation and entrepreneurship

Many people hesitate to start their own businesses due to fear of failure and financial risks. However, UBI could provide the financial stability needed to encourage entrepreneurship and innovation, potentially resulting in economic growth for the country. This could lead to the creation of new industries and job opportunities, further boosting the economy.

Foster education and societal benefits

Having a steady income would encourage more individuals to pursue further education and training, culminating in a more educated and skilled population. This increase in educational attainment can have numerous positive effects on society, including:

Higher civic engagement: an educated population is more likely to participate in civic activities such as voting, volunteering, and community involvement, fostering a stronger democratic process and community cohesion.

Enhanced critical thinking and creativity: education cultivates critical thinking and creativity, which are essential for technological innovation and economic growth.

Reduction in poverty and inequality: education is a powerful tool for breaking the cycle of poverty. By providing individuals with the skills and knowledge needed to secure better-paying jobs, UBI can help reduce income inequality and improve overall economic stability.

Improved public health: educated individuals are more likely to make informed health choices, meaning lower rates of chronic diseases and improved overall public health.

Cons of universal basic income

High cost

Implementing UBI would be extremely expensive, requiring significant tax increases and reallocation of public spending. While it's challenging to estimate the exact cost, one analysis projected a gross cost of 555 billion – which includes the UBI payments themselves as well as the cost of integrating it into the existing tax and benefits system. Therefore, many critics argue that for this reason, UBI is not sustainable or even feasible.

Decreased motivation to work

Critics argue that UBI could reduce people's incentives to work, prompting higher unemployment rates. They fear that with a guaranteed income, people might choose to work fewer hours or not at all. If this were the case, higher unemployment rates could negatively impact economic growth due to less taxable income.

Those who do continue working while receiving UBI might be less motivated to perform at their best. With their basic financial needs met by UBI, the urgency to excel and advance in their careers could diminish and we could see reduced effort and productivity.

Challenges for low-wage industries

Industries relying on low-wage labour might face increased wage demands, as workers with a financial safety net might be less willing to accept low-paying jobs. This could cause higher operational costs and potentially drive businesses to automate more processes.

Inflation

Increased disposable income could generate higher spending, driving up demand and prices, resulting in inflation. This could erode the purchasing power of the UBI payments, potentially negating some of the benefits.

Potential inequality

While UBI aims to reduce poverty and inequality, some argue that providing the same payment to everyone wouldn't solve inequality but merely shift the goalposts. Critics suggest that a more targeted approach might be necessary to address the specific needs of different groups within society.

The debate around UBI is far from settled, and its implementation would require careful consideration and robust policy design. As we move forward, it's important to engage in thoughtful discussions, consider diverse perspectives, and explore pilot programmes to better understand UBI's real-world impacts.

Ultimately, the question remains: can UBI be the transformative solution we need to fix the unstable labour market, or will it prove too costly and complex?

If you are looking for a talented professional to join your team, or seeking a new employment opportunity yourself, get in touch with a specialist consultant today.

How to fight economic inactivity
1 mins read

How to fight economic inactivity

​It was recently my turn to pick up the pen and contribute to City AM’s ‘The Note Book’.

I chose to write about the issue of economic inactivity and to focus on ways to encourage younger people into the workforce and ways to incentivise older workers to work for longer.

My thinking is that this will encourage the highly paid and highly skilled to work up until retirement age rather than choosing, as many do, to retire early.

And my estimation is that this would result in more, not less, tax being collected and collected sooner because these individuals are frequently higher rate taxpayers who will typically find ways to avoid inheritance tax in the extra spare time they have after they’ve taken early retirement.

Instead, these highly capable higher rate tax payers will be incentivised to continue to contribute to the growth of their organisations and the wider economy and consequently to the exchequer as well.

One for the Office of Budget Responsibility (OBR) to grapple with perhaps… but I’ve no idea how you’d model such an idea. Sometimes it’s just better to give things a go!

And if you do get a chance to see the play ‘A View from The Bridge’, you should go. It’s a precious thing - a brilliant play, brilliantly acted!

Click here to read the article.

Sales CV template: for Sales Executives and other sales professionals
2 mins read

Sales CV template: for Sales Executives and other sales professionals

​​Whether you are a sales executive, supplier relationship manager or field sales consultant, use our free template to build your perfect sales CV today.

[Full Name]
[Home address]
[Contact Number] • [Email Address]

Personal Statement

Use this section of your CV to highlight the skills that would be transferable in a sales environment e.g. questioning and listening, tenacity, resilience and the ability to think on your feet. It’s also a good idea to include a link to your LinkedIn profile.

Sales professionals are target driven and financially motivated, so don't forget to highlight and "sell" yourself.

Try to avoid statements such as "I work well as part of a team and on my own initiative" or "I can communicate at all levels" - the majority of CVs contain these statements. CVs that show creativity stand out in sales.

Education

A relevant degree, for example Business Studies will give you a great start, but many degrees have a sales element, e.g. Psychology - understanding people, Engineering - problem solving, Law - negotiation skills etc.

It is important to present your education in a way that identifies you as a sales person.

In some sales positions experience trumps education, so if you don’t have a glittering academic record, make sure you elaborate on your experience.

[College/School Name]
[Date M/Y– Date M/Y]

A-levels:

  • [Subject] – [Grade]

  • [Subject] – [Grade]

  • [Subject] – [Grade]

GCSEs:

  • [Number] GCSEs, grades [range], including Maths and English

Work Experience

This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. Highlight your key achievements, and aim to use bullet points rather than lengthy descriptions.

[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]

Achievements and responsibilities:

  • Brief role overview

  • Worked alongside [team] to produce [project]

  • Implemented [change] which resulted in [benefit]

  • Received an [award name] for [reason]

Hobbies and Interests

This section is not essential, but can be a good opportunity to reinforce your application, and show a future employer what motivates you outside of work.

Don’t just say that you ‘like to socialise’ be specific, and don’t be afraid to share your successes. If you can put a sales slant on this part of your CV too, even better.

I’ve completed a marathon for [charity]

I negotiated my away across [country] on a budget, working as I went

References

References are available upon request.

Download our full sales CV template.