The year 2009 for Suja J. (name changed on request) is an unforgettable year. She was newly married and happy working as a program manager in one of India’s largest IT firms when a scam unfolded and her role was made redundant. Just last month, she received a call from her former employer asking her to come back on board.
The recession, which saw many red slips, is fading out quickly and hiring has picked up vigorously. The interesting trend now is that more companies are keen on recruiting former employees.
Infosys Technologies is welcoming former employees back to the organisation and has even set up a ‘green channel’. This initiative provides a framework in which ex-employees can return. Explaining this program, Nandita Gurjar, Sr. VP and group head HR, Infosys, says, “We believe that the Infosys experience lasts beyond one career step and there is value to both the individual and organisation through a second innings. We would like to leverage the foundations built in their initial Infosys stint as well as leverage learnings from other experiences. As Infosys grows, we want to have a strong connect with our alumni who have been an integral part of our journey and success and this program is one such example.”
While companies are taking in-house initiatives, are headhunters also turning to former employees to fill positions? “Rehiring old employees is something that has always been happening in companies. Many a time, when the company goes through a drawback, there is a certain amount of layout that takes place. There are even times when certain employees leave a company due to personal reasons,” explains B. S. Murthy, CEO of Leadership Capital, a recruitment firm.
However, there are certain criteria that need to be fulfilled before a former employee is considered for re-hiring. “As far as work goes, I ensured I was very diligent and that my boss had no reason to complain. I think one needs to have a good record, both work-wise and in HR,” says Suja, who believes that she’s one of the lucky few to have been called back.
So what are some of the factors that drive companies to hiring ex-employees? “These days, it is very essential to maintain a good relationship with your previous company. Rehiring old employees is good because the employee, having already worked with the company, has a good rating and is well adjusted to his surroundings. Apart from this, his cost of hire will be low. Lastly, there is a high goodwill factor when rehiring old employees,” reiterates Murthy.
Suresh Pradeep, director, Upstream Talent Management Services, voices a similar opinion. “Ex-employees know the system and are productive almost immediately. The company also has the opportunity to ‘recapture’ training costs invested on the employee. However, there needs to be a good exit interview mechanism in place to record conditions under which the employee left. Hiring back a former staff member is also a good way of showing current employees that you are a very employee-friendly organisation,” he adds.