As a so-called “boomerang employee”, you may be more valuable than you think.

Good talent is one of the most valuable assets a company has. As a boomerang employee you have little on-boarding to do, making you a plug-n-play asset: you are an important part of the talent pipeline.

In times of talent shortages or in sectors that experience a demand-surge for available talent? The value of that already-trained-already-vetted employee is even higher.

But, of course, why you left and how you left the company may have an effect on how you re-enter the same workforce.

First of all, review the reasons you left that job in the first place.

  1. Remind yourself why you parted from the company
  2. What did you like best, culture, product or the benefits
  3. What did you like the least?
  4. Did you leave to join a competitor?
  5. Or did you leave to start your own competing firm?

The first person you should approach is your old boss – and do so in person, if possible.

When you decide that you want to go back, don’t apply online without speaking to your former supervisor. In addition, don’t email them expecting to have a soulful, digital conversation.

Here’s why: He or she is going to want to know why you want to come back, and they are likely to have some strong feelings on the matter. An email is going to look like you are trying to avoid the conversation. As they say, “take it head on”.

When you go straight to them for a conversation, and they find out directly from you why you are interested in returning, you get to control the narrative.

It’s imperative that you be honest with them about why you left. If it was because of the leadership, or lack thereof, tell your former supervisor that. If it was money, tell them the amount that lured you away. Was it the workload? Did you feel you weren’t learning or being challenged? Whatever the reason, tell them and do not dance around the reason you left. Be clear so they are more likely to give you support and, if possible, encouragement.

Focus on the positive outcomes you experienced when you left. By mentioning  the benefits of having left at the time you did, you can paint a more complete picture of the forces that drove you to that decision.

For example, did you go back to school? Did you take some time off to travel? Link the benefits of that back to how you can now have an even more positive impact within their company. Maybe you learned a particular skill or had a complete change in perspective. Be sure to clearly explain how your personal/professional growth will be very beneficial to them and the company’s bottom line. The easier you make the decision for the employer, the better.

And above all, show your commitment to the company and their mission. It will be even more important during this time to show that you’re in this for the long haul, rather than just a quick fix. After all, if you left on your own terms before, it is crucial that they know you’re not just going to jump ship again.

Be confident during your rehiring interview.

Create a one-sheet bio that reviews all your accomplishments while you were working with the company. It’s a good cheat sheet for you to follow when you are interviewing, but also shows the interviewer that you’ve given it great thought and put in the effort to return to their workplace.

Being a “boomerang” is a good thing! You know it. They know it. And now is the time to have a meeting of the minds.

Still struggling with how to frame your return to the former company? Reach out to me for a complimentary 30-minute call to discuss how you need to keep your chin up and your best foot forward.