Reboarding, or the process of re-onboarding, is a customized approach to bringing returning employees back into the fold effectively and without friction. Here’s what you need to know about this process.
Customize the Rehiring Process
Adapt your hiring processes based on circumstance. Internal candidates, for example, shouldn’t have to go through an external career site to apply to another position within the organization. Similarly, don’t make boomerang workers go through the same process as external candidates with no history with your company.
The interview process, in particular, can be more streamlined and targeted. Use interview questions to open a dialogue with the returning employee. Bring up their responses from their exit interview, for example. Encourage transparency about why they left and what has changed since then.
Tailor the Reboarding Plan
Reboarding plans shouldn’t be expedited just because the employee has worked with you before. People and companies change over time, and those changes can take months to get used to. This is especially true if the boomerang employee is returning in a new role, which could require more training, learning, and acclimation.
A tailored reboarding plan sets expectations for performance milestones without making employees feel overwhelmed. Set up the reboarding journey in your onboarding software system. Managers should be able to drag and drop events to customize the reboarding workflow and meet that employee’s specific needs. This allows customization of communication, too. Some returning employees are familiar with the organizational mission, for example, but require more information about the specific department or team they belong to.
A customized reboarding plan avoids assuming that the returning employee knows everything about the organization, its processes, or their job role. In this regard, treat them like any new employee; make sure their onboarding is informative and sets them up for success.
Check in Frequently While They Adjust
Once an employee has returned, check in with them often to see how they’re doing and to identify areas where they need additional support. Managers are pivotal to reboarding. They’re typically the employee’s first line of contact and main source of support.
Your HR workflow software is crucial to helping managers develop the right check-in cadence, as well as what content or other resources can best support returning workers. Coach your managers with helpful nudges, reminders, and conversation prompts at pivotal points in the transition process.