HR named the reasons for the return of former employees by companies

Companies in Russia are increasingly considering the re-hiring of former employees as an effective HR practice. Valentina Romanova, HR director of the developer Level Group, told Izvestia about this on June 9, noting that "boomerang employees" often turn out to be more valuable specialists than when they first found employment.

"Returning employees are already familiar with the company's corporate culture, processes, and internal standards, which allows them to get involved in work and become productive faster. At the same time, the experience gained in other organizations gives them additional expertise and a broader perspective on tasks," the specialist explained.

Romanova noted that changes in the labor market also contribute to the development of this practice: a shortage of qualified personnel and high competition for specialists force employers to choose more reliable hiring options. In such circumstances, returning trusted employees becomes less risky than a long-term search for new candidates.

In addition, staff mobility has increased in the market — specialists are more likely to switch between companies, accumulating diverse experience. This makes their return to their former organizations a more natural process, rather than an exception.

According to the expert, employees of different levels most often return — from specialists to middle and senior managers. This suggests that we are not talking about point cases, but about the formation of a sustainable HR culture.

The expert emphasized that the practice of "rehiring" is already becoming a steady trend in the labor market and requires companies to work systematically with former employees, turning them into an important human resource.

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According to a study by the SuperJob service, almost half of companies in Russia have become more likely to offer employment to their former employees. As noted on June 9, respondents cited a decent salary (24%), a friendly team (12%), as well as improved working conditions or a convenient schedule (10%) as the main incentives for resuming work at the same place. The same number of respondents (10%) returned after being offered a new position or promotion.