The Boomerang Boom: Why Rehiring Your Ex Could be the Savviest Thing You Ever Do

Career & Workplace

Let’s dispel one myth right here: not every breakup is forever.

The previous employee who departed for “a new challenge”? They could very well be the ideal candidate– again.

Welcome to the era of the boomerang hire—the increasing practice of rehiring former employees who departed from your business and (gasp!) wish to return.

It isn’t lazy—it’s deliberate and strategic.

No matter if you’re a manager considering hiring back that best former performer, or a professional trying to discern whether to re-spark your corporate romance, here’s what you need to understand about boomerang hiring in today’s hiring landscape—and why this practice is rewriting hiring playbooks in industries.

The Statistics Behind the Boomerang Bounce

Boomerang hiring isn’t a one-time anomaly; it’s a full-fledged movement. In a Workplace Trends/UKG study, a stunning 15% of total recent hires are boomerangs. More indicative? 76% of HR pros report they’re more inclined to hire back former employees than they would have a decade earlier.

Some other eyebrow-raising stats:

  • 40% report they would return to a previous employer (LinkedIn Workforce Insights).
  • Rehires usually earn 10–20% greater compensation than they had when they departed (Harvard Business Review).
  • Boomerangs hire up to 30–50% more rapidly than brand new personnel (Cornell ILR School).

In brief: this is not a step backward. It’s a step forward—smarter, quicker, and with fewer regrets in hiring.

The Boomerang Trend: Why It is Picking Up Steam

Boomerang hiring is on the rise for a number of reasons:

1. Familiarization in a Volatile Marketplace
In the current talent pool, hiring is a risk. Cultural fit, teachability, and non-cognitive skills tend to be as important, if not more so, as sheer credentials. By rehiring a person who already knows your systems, values, and mayhem—um, culture—you diminish dramatically the margin for failure.

2. The Great Resignation (and Regret)
Millions resigned in the Great Resignation, believing that the grass was greener elsewhere. It turns out, it wasn’t. And that wasn’t the only reason for leaving. Much of it was simply for growth or new opportunities.
A 2023 Muse survey reported that a stunning 72% of job switchers felt “surprised or regretful” in their new jobs. Many began looking back at those previous positions with a fresh eye—and coming back.

3. It’s Cheaper. Period
Hiring, onboarding, and training a new candidate can take up to $4,700, as estimated by SHRM. With a boomerang hire, you’re skipping a large part of that routine. They’re already familiar with the ropes—and the coffee machine.

 

The Employer Playbook: Managing Exits (When You Want Re-Entrants)

Boomerang hiring won’t be successful if you burn bridges as you leave. Increasingly, companies recognize that offboarding is the new onboarding. How you leave may be the determining factor in whether that door is ever opened again.

Here’s what smart employers are doing to entice ex-employees:

–Provide support, not merely severance. Resume coaching, LinkedIn endorsements, and networking assist in making a lasting impression.

–Establish alumni networks. Consider corporate LinkedIn groups, alumni newsletters, and regular updates. Reframe former employees as future partners, clients, or referrals—because they are. Genius. 

– Exit with dignity. Refrain from blame, bitterness, or ghosting. A polite farewell leaves the door open and inviting for a possible return.

Remember that they didn’t leave just so they could burn the building down. Sometimes they wanted to experience something different. Sometimes they needed a break. Sometimes they realized later that your office cold brew was the best in town.

 

Why Boomerang Employees Are a Secret Weapon
Rehiring a past employee is a perfect combination of value, efficiency, and loyalty. It is like having a pre-owned car with a full-service record and every upgrade.

The Top Advantages:

✅ Faster Onboarding

They already understand your systems, equipment, and internal politics (let’s be honest). This results in less time spent in training and a greater time in making things happen. Research indicates that boomerangs accelerate up to 50% faster compared to outside candidate hires.

✅ Culture Fit Guaranteed

They’ve been there. They’ve succeeded. There’s no guesswork as to whether they’ll fit in with the team—or take offense at your Slack memes.

New Perspective + Knowing It Well

They come back with experience from other companies, fresh skills, and a new perspective—but with a knowledge of your organization’s idiosyncrasies. It’s the ideal balance of “been there” and “leveled up.”

✅ Reduced Risk

This does not qualify as a blind date. You already know their weaknesses, their resilience, and if they fill up the office coffee. That is less risk in rehiring them compared to a shiny resume with a past that is unknown.

✅ Higher Retention

Surprise twist: boomerang employees remain longer than brand new ones. Why? Because they’ve experienced the alternative and decided to return.

Shall You Recruit Every Past Employee? (Nope…Not at All.)

Let’s not idealize. Exits had to occur. Not every exiting staff member must be brought back. What is important is to be selective:

Ask yourself:

Did they leave professionally and respectfully?

Were they a top performer or cultural enhancer?

Did they acquire additional skills or experience that make them even stronger?

Do they really desire to return for the correct reasons?

And workers—if you’re looking to come back:

-Do not suppose you can resume exactly where you stopped.
-Be explicit about what has changed (you and the business).
-Bring humility, not entitlement, and curiosity.

The Future is Flexible—and Circular Boomerang hiring is evidence that the linear career path is dead.

The career spiral is here, and coming back to a previous employer is not a step in reverse—it’s a jump forward.

The greatest companies treat talent as relationships, not as a transaction. They’re making investments in the entire employee lifecycle, from onboarding, through to exit, to alumni, to rehire. And the wisest professionals? They’re leaving doors ajar, reputations intact, and relationships preserved. You never know when the greatest next step is a return.

Need assistance with positioning yourself as a top boomerang hire—or building a resume that brings your previous (and future) dream job? Let’s discuss. I assist executives and professionals in becoming the clear choice—once again.

What is read more? Your resume or your LinkedIn profile?

LinkedInResumes

I would say at least in more than half of the conversations I have with job seekers, they end up asking me if they should have their LinkedIn profile written, or just their resume?

What do hiring managers read the most? The resume or a LinkedIn profile?

The answer is BOTH.

Resumes and LinkedIn profiles are both important because they serve different but complementary purposes in the job search process.

A resume is a formal document that is used to summarize a job candidate’s work experience, education, skills, and other qualifications for a specific job application. It’s usually submitted to an employer as part of the application process.

LinkedIn, on the other hand, is a professional networking platform that provides a digital presence for job seekers. It allows candidates to connect with potential employers, recruiters, and other professionals in their industry, as well as showcase their work experiences, skills, and accomplishments through their profile.

Together, a strong resume and LinkedIn profile can help a job candidate to present a complete and compelling picture of their qualifications and expertise to potential employers.

The resume provides detailed information about a candidate’s experience, while the LinkedIn profile provides context, endorsements, and network connections that help to bring the candidate’s qualifications to life.

A resume helps a job seeker to do the following four things:

  1. Summarize work experience and qualifications: A resume provides a concise overview of a job seeker’s work experience, education, skills, and other qualifications, making it easier for employers to quickly assess a candidate’s suitability for a job.
  2. Stand out from other candidates: A well-crafted resume can help a job seeker to stand out from other candidates by highlighting their strengths, achievements, and unique qualifications.
  3. Make a positive first impression: A professional-looking and well-organized resume is crucial in making a positive first impression on potential employers.
  4. Target specific job opportunities: A job seeker can tailor their resume to match the requirements and qualifications listed in a specific job posting, making it easier for them to show how their experience and skills align with the needs of the employer.

A LinkedIn profile helps a job seeker to do the following four things:

  1. Build a professional network: LinkedIn allows job seekers to connect with potential employers, recruiters, and other professionals in their industry, which can lead to job opportunities and career growth.
  2. Showcase expertise and achievements: LinkedIn provides a platform for job seekers to highlight their work experience, skills, and accomplishments, helping them to stand out from other candidates and demonstrate their value to potential employers.
  3. Stay up-to-date in the industry: LinkedIn is a source of news and information about the job seeker’s industry, allowing them to stay informed about the latest trends and developments in their field.
  4. Expand their visibility: By having a strong LinkedIn profile, job seekers can increase their visibility and be discovered by potential employers and recruiters, even if they are not actively searching for a new job.

A resume provides a formal document that summarizes a candidate’s work experience, education, skills, and qualifications for a specific job application, while a LinkedIn profile provides a digital presence that allows job seekers to connect with potential employers, recruiters, and other professionals in their industry, showcase their expertise and accomplishments, and expand their visibility.

Having both a well-crafted resume and LinkedIn profile helps job seekers to present a complete and compelling picture of their qualifications and expertise to potential employers, increasing their chances of being considered for job opportunities. By having both, job seekers can also target specific job openings, stand out from other candidates, make a positive first impression, and stay up-to-date in their industry.

In conclusion, having both a LinkedIn profile and a resume is crucial for job seekers as they serve different but complementary purposes in the job search process.

What do you think is most important? What gets more interest– your resume or your LinkedIn profile?

 

 

 

Job Search Plans

Job Search

Does #cold calling a hiring manager cause you to hyperventilate? 😱


You’re not alone!

If you have a solid plan in place it can reduce anxiety, build your confidence, and increase your chances of success.

Here are some quick tips to get you there:

✔ 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡 the company. Learn about their mission, goals, and the type of employees they hire.

✔ 𝐃𝐞𝐯𝐞𝐥𝐨𝐩 your questions. Write them down. Read them out loud until you feel confident.

✔ Use your 𝐍𝐞𝐭𝐰𝐨𝐫𝐤. See if you have a connection that would make a recommendation to the #hiring manager. Someone who can drop a little seed in the mind of the person you’ll be talking to.

✔ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐞 your data. Use a spreadsheet to track phone numbers, dates, messages left, and notes.

✔ 𝐖𝐫𝐢𝐭𝐞 your script. Bullet point info to include experience and type of position you are seeking.

✔ 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞. This will increase your confidence. Record yourself. Make your main points in one minute. Practice your elevator pitch.

✔ 𝐓𝐢𝐦𝐞 𝐨𝐟 𝐝𝐚𝐲. Determine the best time to call, when people are less busy.

Having a plan increases your confidence, helps you feel prepared, and increases your chances of landing a job that much quicker.

What NOT To Say in the Interview

Interviewing

There is an unspoken set of rules that goes on in the interview.

And you are expected to know them.

These rules come from the recruiter or hiring manager. They have things they want to hear and things they don’t want to hear. How do you know what they are and how do you prepare for them?

Candidates practice their interviewing skills vigorously. They read up on what to say, how to answer. Dress appropriately. Smile. Follow body language. Get in front of a mirror and practice. Be on time, but not too early.

They go over their lists of strengths and weaknesses, their accomplishments, their contributions to the last job, what they offer this new company.

But what about the things they should NOT say? Interviewers are weighing what you DON’T say just as much as what you do say.

Here are 7 key things you shouldn’t say in the interview.

1. Salary. “How much does this pay?” is one of the worst ways to start a conversation. Don’t talk about it right away. The longer you wait, the more leverage you have when negotiations start. They know you are anxious for clarity but they are also interested in what their ROI will be before they make an offer. Wait it out.

2. Company. Come prepared. Know what the company does! Know their mission, product, or service. What do they do? Who do they sell to? Who is their biggest competitor? What were their quarterly and year-end earnings last year? Act as though you are the company ambassador. The more you know about it, the more impressed they will be. Telling the interviewer you are “sort of familiar” with their company will put you in the NO pile.

3. Your old company. Do not bash your last company, manager, co-workers, or the way they did things. It might have ended badly, but the new company doesn’t need to hear about it. It makes you look bad and will let them know that you will bash them as well. It also makes you look difficult or whiny. Honestly, when I talk to a client and all they do is bash their old company, it does send up some red flags. I also assume that the client will be difficult to work with (past experience tells me they will). Work out your feelings before going to an interview and leave it behind.

4. I need this job. Don’t let your desperation show. They know you want the job. They know you (most likely) need the money. Keep your focus on what the company needs from you and how you are the right fit for the role. You want to lead with your strengths and experience. They don’t want just anyone for the job. They want the RIGHT person.

5. I want your job. When they ask you “where do you see yourself in 5 years” don’t tell them you want their job. You might think it sounds ambitious but it could come off as arrogant or that you plan on leaving soon. Plus, you may be talking to a sensitive or worried manager who doesn’t know how stable their job is. Telling them you want their job may automatically make them defensive or turned off. Instead, let them know that you hope to gain experience and knowledge from the role with a promotion following.

  1. This is a stepping stone. If you know this next role is only to benefit your career through additional experience so you can move on to the role after that, don’t tell the interviewer that. They don’t need to know that you only view their company as temporary. They want to hire someone committed to the company and the role.

    7. Questions. Have questions ready! Expectations? Culture? What is a typical day like? How do you measure success in this position? What type of advancement is there? What types of challenges should I expect? Who will I be working with? You’ve read my resume and spoken with me, do you think I am a good fit for the role? Even ask them about their role! Going to an interview without follow up questions will make you look unprepared.

Interview don’ts are just as important as interview do’s.  Good luck!

 

I Was The Perfect Fit! Why Wasn’t I Hired?

Career & WorkplaceInterviewingJob SearchResumes


How many times have you felt you were PERFECT for that role, but still didn’t get it? You went over the interview in your mind a hundred times, noted how easily the conversation flowed, how they interviewer would nod enthusiastically when you described a certain experience or skill. They seemed excited when they said they would get back to you soon.

Then you got the email that you weren’t chosen.

Safe to say, I think we’ve all been there.

I’m a firm believer in if you didn’t get the job, something better will come along. Through the years, some of our clients have come back to us to tell us about interviews they nailed and were sure they got the job. But didn’t.

However, there are various reasons companies may choose a different route:

They decided to hire internally. As unfair as it sounds, they may have already had a front runner in mind but posted it anyway to see if there is someone better.  Some companies HAVE to post externally due to contract constraints or affirmative action plans. Federal contractors or government agencies may have to post externally as well.

You were overqualified.  Perhaps they think you won’t do tasks you deem “beneath you”. While it’s unfair for them to assume what you will or won’t do, it is a common concern. They may also fear that you will be bored at the job—especially if you’ve been on an impressive career track. Or, that after a while, you will leave and they’ll be back to square one.

You were underqualified. Thinking you’d be great in a role and actually having the experience to master the role are two different things. Read the job description thoroughly and make sure you have the experience to apply for the role.

They already had another candidate in mind. It’s possible they already found their choice but they had to have a certain amount of candidates to interview to fill their candidate roster. It might be company policy that X number of people need to be interviewed before a choice can be made.

Your online presence wasn’t professional or up-to-date. Hiring managers check your social media profiles to learn more about you. Turn on your privacy settings if you have personal pictures or information on there. Also, if you haven’t updated your LinkedIn profile in a while (or years!), now is the time to do it. Lack of LI presence can hurt you as well. Get it up to date.

You shared too much. I’ve talked with recruiters who said the candidate told them their life story—the good, bad, and ugly—and in the process turned off the recruiter. Keep the conversation on the company, their pain points, how you can help them, and that’s it. Don’t talk about your jerk boss, your sick parent, or a personal health problem. They really don’t want to or need to hear it. Keep it professional.

You didn’t know enough about the company. Be very prepared when you go to the interview. Research the company, its mission, what they do, what they sell, or what they are about. Research the role, figure out their pain points. Have questions ready to interview the interviewer, questions like, “What should I know about the role I am seeking? Do you have any other insight?” Be both knowledgeable and inquisitive.

Whatever the answer, you may never know. You might have done everything right and still did not get the job. It might have been narrowed down to you and someone else, but they went with the other person because they had more strategy experience.

Either way, you gave it your all.

About two months ago, an operations exec said to me, “You know, after three rounds of interviews, they finally told me I wasn’t chosen. So, I reached out to a few old colleagues that resulted in a round of interviews with a company I was never interested in and an industry I wasn’t very familiar with. But they liked me and saw what my vision was for their company–and hired me. It has been the best job I’ve ever had.”

If you are struggling with job search, hang tight. The right job will come along.

Avoid These Common Phone Interview Mistakes

BlogExecutive ResumesInterviewingProfessional Resumes
resumes that get you hired

resumes that get you hiredLanding a phone interview is often the first step in getting your foot in the door for a formal interview. However, if you don’t take the interview seriously, you may never be invited to the office for the next step. Although a phone interview generally doesn’t last more than 30 minutes, it’s still extremely important and valuable for both you and the employer. You’ve spent a lot of time writing resumes that get you hired, so be sure to avoid these common phone interview mistakes so your efforts aren’t wasted.

Talking Too Much

It’s understandable for people to be nervous during any type of interview. A common nervous habit is getting too chatty, and it’s even easier to talk too much in a phone interview since you can’t see the other person’s facial reactions. The interviewer likely has scheduled a set amount of time to talk to you, so be sure to answer questions precisely and without a lot of extra fillers.

Getting Off Topic

If you aren’t prepared for a particular question, it’s easy to get off topic. Many executive resume services will suggest writing down some of the most common questions you could be asked and creating a cheat sheet so you can be better prepared. It’s easy to ramble on for several minutes if you aren’t sure exactly how to answer a question, but you may be doing yourself more harm than good.

Talking About Yourself Instead of The Company

No one knows more about you than you do, but it doesn’t mean you should only talk about yourself. The company wants to learn about you, as well as what you bring to the table. The key to writing an effective resume is targeting the specific company and demonstrating your value. The same is true for a phone interview. If you talk solely about yourself, then the interviewer may struggle to find exactly what value you bring.

Not Asking Questions

You have to be able to identify the right time to ask questions during a phone interview. Most of the time, it’s best to let the interviewer ask all of their questions. They will typically then ask you if you have any questions for them. If you don’t ask any, then they’ll think you aren’t interested in the job and may not consider you to be a serious candidate. Make a list of some specific and targeted questions to ask beforehand and you’ll be viewed as more of a credible candidate.
Professional Resume Services provides various executive resume services to help people with their job search, including writing an effective resume, boosting personal branding and much more. Phone interviews are becoming more popular today than ever before, so it’s important to be prepared for them. To learn more about what to do and what not to do in a phone interview, don’t hesitate to reach out to us at any time for assistance or advice.

LinkedIn profile development

While most companies are hiring professionals and executives throughout the year, the summer months tend to be a little slower. With people taking time off to go on vacation and spending time away from the office, the hiring process takes a little longer than usual. For job seekers, this is the perfect time to clean up your executive LinkedIn profile. Most people don’t spend enough time updating their profile, which could have a few downfalls. Here are some tips on how to clean up yours this summer.

Update Everything

Read your entire executive LinkedIn profile word-for-word and update anything that has changed. Chances are you’ll think about several skills or experiences you’ve developed or had since your last profile update. Having updated information about yourself is one of the keys to the best LinkedIn profile development.LinkedIn profile development

Filter Through Your Endorsements

You may have gotten several LinkedIn endorsements from friends or family that simply aren’t relevant to executive jobs you’re looking for. The amount of endorsements you have isn’t nearly as important as the quality of the endorsements. Filter through all of them and remove any of the unimportant ones so a recruiter will see only the relevant endorsements.

Focus on Your Summary

The summary section is the place where you sell yourself to potential recruiters and connections. If you aren’t a strong writer, you can always reach out to a professional LinkedIn profile writer for assistance. The summary needs to be specific and straight to the point without a lot of fluff. Writing the best LinkedIn summary is an art, so seek help if you need it.

Keep Your Profile Straightforward

Your executive LinkedIn profile should be treated differently from your executive resume, but they do have some similarities. Don’t use a lot of filler words on your LinkedIn profile just to make it longer. Being clean and concise with your words will look more impressive to a recruiter than having to scroll down through blocks of text. If you’re actively looking for a job, make it clear. If you’re currently employed but keeping your options open, make that clear as well.
Professional Resume Services is here to help you with your LinkedIn profile development this summer. Whether you need advice on tidying up your profile, or if you need a professional LinkedIn profile writer, feel free to reach out to us at any time.

Predictive Analytics and Your Career

Social Marketing/Online Branding
predictive analytics and your career

“While not new, predictive analytics is an important factor in assessing a candidate’s fit and potential. What is new is its accelerating use in corporate America as a means to filter candidates in and out of consideration long before any personal assessment is made.” — Lou Adler

Lou Adler is a regular contributor to LinkedIn and has so much experience and authority in his perspective on the hiring process that it is worth taking the time to understand what he says about the way Big Brother is Now Determining Your Hirability. Today, a person seeking a position is filtered by all that is in their resume, and all that is in their online brand as well. There’s a list of characteristics that fit into a pattern; the pattern of the Achiever.
Here is what the “Achiever Pattern” that many companies look for consists of:

  • lower turnover with growing responsibility
  • quality of the years of experience rather than number of years
  • quickly being assigned (or volunteering) for important projects and/or teams
  • demonstrating same patterns of initiative & responsibility in every position
  • rehiring and being rehired by past co-workers
  • participation in expanding cross-functional teams

Why Are Certain Qualities Desirable?

If you look at the Achiever Pattern’s overall impression, you see someone who is willing and able to work within any setting and maximize the potential. They are good to work with, as evidenced by the fact they hire past co-workers and are hired by people who have worked with them in the past. There’s a pattern there of more than a self-centered trampling on the way to a shinier inflated ego — the achievement they consistently reach is an achievement that is good for everyone.
If you don’t have these qualities, you may be filtered out of the running before you ever get to the interview. It may be a good idea to carefully look at your resume and online presence and see how accurately they are portraying your own achievements. LinkedIn profile development has never been more important than it is today because it reveals a pattern that your next employer uses to predict your hirability.