As we know, young people tend to stay in their first job for a shorter time than previous generations, due to the increasingly fluid nature of labor markets and changes in their relationship to work. According to the latest study by JobTeaser conducted with Kantar, 79% of Gen Z members see themselves spending less than 5 years within the same organization, compared to only 30% of Generation X. It's a fact.
However, while in the past, companies viewed employee departures as a betrayal and a lack of appreciation for the investment they received, today they accept this reality. Furthermore, a new phenomenon is emerging: some companies, like L'Oréal, accompany their employees' departures to create positive conditions for their potential return and thus preserve their employer brand image.
To be effective, this approach, called "offboarding," must be well-structured and include conducting exit assessments, providing support during the departure, and increasingly, preparing for a potential return through a "boomerang" approach.
The boomerang strategy, a concept that originated in the United States, involves maintaining valuable contact with departing employees by regularly informing them about the company's developments and newly open positions for recruitment. This strategy often relies on an Alumni network, which serves as an excellent means to stay connected, communicate regularly with former employees, monitor their career progress, and identify the right moment to offer them a comeback opportunity. Boomerang strategies are becoming more and more appreciated by HR professionals. A 2015 study by The Workforce Institute indicates that 76% of them are more open to rehiring a "boomerang" employee than in the past.
Moreover, besides the psychological aspect, rehiring a former employee leads to quicker onboarding and comes with nearly zero recruitment costs.