January 19, 2023
Recruiters are constantly looking for ways to attract and retain top employees. However, the fast-paced environment with easy job switching made recruiters' jobs difficult. People are leaving their jobs to join competing companies or to switch their job profiles and industry completely. With millions of reasons to leave the job, recruiters must regularly and proactively look out for candidates to fill vacant roles.
But what if the old employee comes back to join the organization again? What if they apply for the same or a different job profile in the same company? Alternatively, what about the recruiters reaching out to them after a while, and they agree to join back?
In many situations, especially due to rising recessions, employees are coming back to their former companies. These employees are known as boomerang employees, the ones to leave and join back in the same company after a while.
But should recruiters take them back? What is the guarantee they won't leave again? Does the hiring process for boomerang employees remain the same?
Today we will discuss the concept of boomerang employees and all factors recruiters should consider before hiring them.
Boomerang Employees are the employees that leave the organization and join back after some time. They might leave the job for personal or professional reasons, work elsewhere, or upskill and join the former company again. Alternately, recruiters approach these employees with better offers to welcome them again in the future.
But why do they leave in the first place?
Employees might leave the company for various reasons, such as upskilling or career advancement in the form of research or better opportunities. They could have been offered better job benefits elsewhere, luring them to shift to a new company.
Contrarily, they might spend time exploring a new industry altogether or pursuing some passion. In certain cases, employees have personal reasons for leaving, like spouse relocation, taking care of medical severities, family responsibilities, etc. The reasons are endless!
Now, the next question is- why do boomerang employees come back?
These employees return to the former company when they find the old job more content or can not capitalize on the opportunity presented. Oftentimes, the employees do not resonate with the new company culture or their decision to leave.
Hence, these employees return to their old position. Alternatively, recruiters reach out to these employees to fill the vacant position. Also, the employees find it comforting to work at a known place. Additionally, the rising recession is among the reasons for employees joining back.
But why would recruiters rehire employees who left the organization themselves in the first place?
It is easier and more beneficial to rehire boomerang employees. They are dissatisfied with their new job and are contemplating the resignation decision, making it easier to entice and hire them. Moreover, these employees have worked in the company and are familiar with its values, cultures, and environment, making it favorable for recruiters to take them back. It reduces hiring costs and the hassle of getting new employees on board.
So, rehiring an old employee isn’t that bad of a deal, is it?
Here are 7 benefits of hiring boomerang employees that make about 56% of employers prioritize the boomerang employees.
Employee commitment increases, and they are more productive. They get the chance to tap into their interests and pay back to the company with their new skill set. Moreover, if the employee left for personal reasons, giving them a chance to rejoin the firm leads to better relationships. Recruiters should have no hard bridges with past employees.
Overall, Boomerang employees are more satisfied and committed than new hires and more likely to receive a promotion. All these benefits make them a better choice compared to new hires or job applicants. However, an employee who left the organization once can leave again. So, how do recruiters ensure that a particular employee should be rehired or not?
Before recruiters make space for a boomerang employee, they need to consider certain factors. These factors will clarify the recruiters regarding employees’ motivation points and if they will be a better choice compared to a new hire.
This might end up in work politics and hamper the work culture and harmony amongst the teams and other employees. They will not collaborate effectively leading to poor performance from the boomerang employee and other people in the organization.
Recruiters must understand that alignment with the company's vision is the best way to attract and retain top talents. So, recruiters should understand and try to bring employees' future goals and the company's vision closer.
The key is to openly discuss with the boomerang employees regarding these factors which give recruiters clarity about employees’ needs and motivations for the job. They can effectively capitalize on this information to hire the right people. Not every boomerang hire is favorable for the firm. Recruiters must critically evaluate their worthiness with proper review and discussion.
Pros of Boomerang Employees
Cons of Boomerang Employees
Now that you have decided on hiring boomerang employees, here are some tips to help you retain the top talent for your company. With these 4 recruitment best practices, recruiters can seamlessly rehire boomerang employees.
It is not easy to attract and rehire a boomerang employee. It requires consistent effort on the recruiters' end to get them back to the organization. They must actively maintain a healthy relationship with them and provide a pleasant working environment. It all boils down to engaging with alumni employees and maintaining their interest in the company.
Nurturebox is a talent relationship management tool that is one true source of recording and managing data of all current, past, and boomerang employees. It helps to engage with the candidates with targeted email sequences and enhance candidate engagement. So, instead of doing administrative work like reconciling and analyzing past data, recruiters can focus on assessing the capabilities of the candidates.
You can get started easily by downloading the free plugin!
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: