Is it a good or bad idea to hire former employees back? In today's job market, people may exit a company to experience life at a startup, change industry, or even go back to school. So why would you have a no-return policy?

Jack Dorsey left Twitter to found Square between his two stints as CEO of Twitter. And Steve Jobs was a boomerang hire. We need to start treating departing employees as future brand ambassadors, potential customers, hiring references, and even boomerang — returning employees.

Today’s Quote:

"There is nothing like returning to a place that remains unchanged to find the ways in which you yourself have altered."

- Nelson Mandela

Guest Bio:

Lee McEnany Caraher is the founder and CEO of Double Forte PR & Digital Marketing, a 15-year-old national agency that works with beloved and up- and-coming consumer,technology, and wine brands. An acclaimed communication strategist, Lee is known for her practical solutions to big problems. Lee has a reputation for building cohesive, high- producing teams who get a lot done well and have fun at the same time. She is a straight talker who doesn't hold too many punches, although she does her best to be pleasant about it. Her big laugh and sense of humor have gotten her out of a lot of trouble.

The author of Millennials & Management: The Essential Guide to Making it Work at Work, Lee based the book on her experience with epically failing and then succeeding at retaining Millennials in her business. Her second book, The Boomerang Principle:Inspiring Lifetime Loyalty From Employees, published in 2017, is a pragmatic and actionable guide to creating high-performing work cultures ready for the future (available on Amazon).

Lee is a popular guest expert on leadership, intergenerational workplaces, public relations, crisis communications, social media and integrated marketing. She splits her time between San Francisco and New York City, and puts her medieval history degree to work every day.

Show Highlights:

Problem:

Why would you hire someone again?

What would make someone eligible for rehire?

Rick’s Input

Solutions:

Mindset:

Understanding why people left

When they leave

Steps to create a re-hire program:

Create a program or environment - keep in touch with the people who left on their own volition

Keep the universe up to speed with what you are doing….media relations

Interaction… stay close to the universe of potential

Hiring- share new roles with the alumni group letting them know that hey can came back.

How is Onboarding different?

Rick’s Input:

Key Takeaways