You're fired ... at least for now

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How many of you were forced to lay off employees in the last 18 months? More importantly, how many of you are looking to rehire those employees when the market rebounds? If your hand is raised, I have three words for you: Proceed with caution.

According to Jill Easley, owner of GlassRecruiters.com, the decision to rehire previously laid off staff can be a tricky one. Among the benefits: Former employees are a known quantity. You know what to expect in terms of job performance and how they will fit into your company culture. Training previous employees is easier, and rehired employees tend to be very loyal, Easley says.

But times have changed, for your company and your former employees. Productivity improvements might mean that former employees are no longer the best fit for the job. “For many companies, productively gains and the nature of the work have changed fundamentally since [the layoffs], Easley says. “Sometimes, former employees have to relearn their jobs, or they may no longer have the required skills.”

Former employees could also—understandably—have baggage. It’s important to know the individual’s circumstances, Easley says: Were they unhappy with salary, drive time, etc.? Are they still in the same location? Have they done anything to continue to stay updated on their skills? Have their goals changed?

Regardless of your take on rehiring former staff, it's always a good idea to audit your hiring practices and policies. Easley recommends referring to the "HR Guide to Employment Law" to help navigate the hiring process. And if you have experience rehiring former employees, please feel free to share your stories so we can continue to learn from one another. Thanks!

Jenni Chase is editor of Glass Magazine. Write her at jchase@glass.org.

Comments

That’s great! First the employees get laid off, and then you come along and try to discourage their former employers from hiring them back!What kind of logic is it that says a former employee might need to be retrained??? Wouldn't a new employee require complete training? How is that beneficial? And with former employees, you know what baggage you will get. With new ones, there may be unpleasant surprises. If you need to fill space, post a recipe or something. Don't do it by giving the unemployed another kick in the head!

chasbec
July 20, 2010 - 12:22pm

Please be assured the goal of this blog was not to kick anyone while they are down, but to offer an expert's advice on the rehiring process. As Easley points out, there are many benefits to hiring previously employed people, but it's not always a black and white decision.

jchase
July 20, 2010 - 2:07pm

I appreciate the above subscribers comments. Let me clarify my reasoning for the comments I made regarding rehiring past employees. - Although it may appear I was talking specifically about laid off employees I was actually talking about past employees in general. No one would argue that a person laid off because there is lack of work should not be seriously considered when business picks up again; but there are many reasons why people leave their employers. These reasons range from salary requirements, relocation issues, conflicts with management or work peers, perceived lack of growth opportunities, lack of ability to do the job as required, issues around home and family, lack of work in the employees area of expertise or being fired. With a shrinking workforce looming in our future, it is always a smart idea for an employer to consider past employees when growing their work force; but it would be foolhardy for an employer not to consider the reasons an employee left the company in the first place.

Jill Easley
August 24, 2010 - 5:23pm

Are you serious "issues around home and family?" Legally, that is not an employers business. The only entity that has the authority to ask these questions is the federal government or contractor when you apply for a security clearance. Did they cover that in "HR Guide to Employment Law?" Companies and professional make lots of mistakes, why would anyone expect them to address the especially heinous ones? If stockholders had any real control or knowledge about the depth of stupidity that are made in their companies, they'd fix it fast. Companies are adept at spin control and information management when it comes to their board and stockholders - the best liars win and everyone at the top get a golden handshake regardless of how poorly the company is really performing.

Greg
February 1, 2011 - 10:05pm