3 in 4 Singapore employees open to returning to previous employer
As a talent shortage takes hold at many workplaces, a new report is urging employers to leverage the interest of ex-employees who are considering coming back.
In Singapore, the number of potential candidates in this talent pool is huge.
Findings from Robert Walters found that 75% of employees in Singapore are open to returning to their previous employer.
According to the findings, 46% would consider coming back if their previous employer offered better remuneration (25%) or if there were changes to the leadership or team structure (23%).
In fact, 27% of Singapore employees have already reached out to a previous employer in the past two years regarding job opportunities, while another 20% said they plan on doing so.
More than a quarter (78%) of employees also said they remain in contact with a previous manager, with 25% of them saying this is because they want to remain open for future job opportunities.
These findings come after the so-called Great Resignation impacted many workplaces after employees fled in search of better compensation and benefits.
Employees' interest in returning is met with openness from organisations, according to the report, with more than 90% of employers saying they are willing to consider re-hiring boomerang staff for suitable positions.
"Our findings show that managers in Singapore are the most open to consider rehiring their ex-employees," said Monty Sujanani, Country Manager at Robert Walters Singapore, in a media release published on the British Chamber of Commerce Singapore.
Over a quarter of the respondents (76%) said they will consider letting good ex-employees return. Another 20% said they will proceed with hesitation, while three per cent said they will not rehire ex-employees.
Toby Fowlsto, CEO of Robert Walters, said boomerang employees should "excite leaders" amid candidate shortages across the world.
"In light of this research, companies who are looking to hire can consider re-engaging with alumni, and train managers on holding a positive exit process as 'boomerang employees' could well be a solution to skills shortage," Fowlsto said.
Another benefit of hiring a boomerang employee is they already know their way around the organisation, according to the CEO.
"This is talent that can hit the ground running – they have already been inducted into your business, they will be familiar with processes, and have a previous vested interest in the brand – all qualities which can take years to instil in a new employee," Fowlsto said.
But this doesn't mean that some steps of onboarding boomerang staff can be ignored. Previous research advised a more "personalised onboarding" for these employees.
"A key thing for employers is to manage the return of boomerang employees amongst existing workers – in particular if someone is returning in a more senior position than when they left," Fowlsto said.
With more employees becoming boomerang staff due to remuneration and career progression, employers are also advised to ensure that getting rehired is not the only way to progress in the workplace.
"A balance needs to be struck and employers should assess that they are doing all they can to open up lines of opportunity within an organisation, or they risk sending a message that one route to promotion and better package is to take the boomerang route," Fowlsto said.
