By "Jim Lein, Oracle Midsize-Oracle" on Jun 30, 2015
My money is on the young woman second from the right. She looks calm and confident, like she’s been there before, because she has been there before. She plans on being a boomerang hire—rehired by a company that she left a few years ago.
Boomerang hiring is has emerged as a popular trend given the highly competitive market for talent. During my 16 years with Oracle, I’ve noticed that rehires are almost always top performers. They’ve gained valuable skills and experiences elsewhere and, obviously, Oracle would not bring them back if they weren’t good at what they do.
As Bertrand Dussert, VP of HCM transformation and thought leadership for Oracle, says in 5 Ways Chief HR Officers Can Impact The Bottom Line:
By itself, leaving a company for greener pastures is no longer considered burning all bridges by organizations focused both on acquiring the best talent and making new hires productive fast. In this ERE Media’s Recruiting Intelligence post, Why Boomerang Rehire Programs Rank #2 in Producing High-quality Hires, HR luminary Dr. John Sullivan points out that rehires:
- Get up to speed quickly
- Have a low new-hire failure rate
- Are likely to stay.
Chances are, many of your current employees have stayed in touch with co-workers who have you’re your company. That means an effective social sourcing strategy will easily identify qualified candidates in the potential talent pool for any given opportunity.
Explore Modern Best Practice for HR and Talent Management:
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Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and IoT, making it possible for your organization to achieve more, faster and with fewer resources. It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.The views expressed here are my own, and not necessarily those of Oracle.