Boomerang hires are on the rise - when your employee returns to their previous employer.

Sometimes this can be in their first few months, and a probation period when they can leave with little notice.

For a BAU role this might only cause frustration.

For a key hire or skill short vacancy, the impact can be significant.

Sure, they may have been attracted back by a compelling package, one you can't match.

But isn't it worth checking areas in your own approach that can find improvement?

How was the bedding in period and induction - how welcome did you make them feel?

How did you treat them during their onboarding and preboarding?

How did you interact with them during their notice period?

What about the offer and resignation process?

The feedback, comms and interviews?

How you advertised your role and the channels you accessed?

How you defined your role and what good actually looks like?

The very top of the process.

Were they even the right person to begin with?

Maybe the issue wasn't them or how they were employed, but how and why you took them on on the first place.

Maybe if you got it right, first time, you'd be seeing a thriving employee, not one that's saying goodbye.

If you're a decent UK employer and want to it get right the second time, or avoid that mishire altogether, maybe we can talk.