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| Author: Antony Xavier |
In today's scenario Job
hopping has become so common. This is one phenomenon once which was seen
frequently in few industries earlier, is now happening across the industries.
Why it is happening? Different people have different perceptions.
Gone are those olden
days when one struggled to get a job when fresh out of college, but once
employed worked there till retirement? In those days no one ever thought of
changing jobs. Perhaps nobody thought of career or work/monetary satisfaction
that much, since job stability was more important.
Now it's a different
ball game altogether. People are supposed to switch else they would stagnate.
and it seems like a rule of thumb that no one sticks around in a single company
for too long... and if he does then people think that is because; he is not
good enough to get recruited anywhere..
It seems that many
companies now are in a frenzy to recruit the best talent around that they give
incentives to attract and pull in experienced people from contemporary companies.
Good for the employees. One might say, it is easy to thrive under such market
conditions. As the saying goes "Make hay while the sun shines"
Few people whom I met
advised me that frequent switching is not advisable and you should stick around
in a company and stay loyal if you wished to learn and progress but if you look
at the career graphs and salary scale of people who switch regularly, you see
that they have progressed so much over a very short time that it is impossible
to grow so much staying with one organization...
But what is the main
reason why people switch? Is it career growth? Or job satisfaction? Or money or
is it the culture? Or all of these ?
Well there is one more
scenario what if someone wants to come back to an organization the employee has
quit. It’s not an easy decision to make for the hiring manager to decide.
There can be so many
reasons why people quit but the main important reasons why people quit are No
growth or No learning Opportunities or their immediate boss is not effective
enough to retain or inspire them further.
Before you re-hire
somebody one should get a complete perspective - Why did the person quit? Why
the employee wants to come back? What Value the employee can bring in to the
organization? What are the consequences it can lead to?
Let’s discuss these
parameters now
Why did the person quit?
Did the person quit the
organization and found something good with the new employer? Is that the fault
of the leader who couldn't handle his team member effectively? Is it because of
some miscommunication? Or was he fired because of a wrong decision taken on
spot? Whatever it is, the person had quit because of the fault of the leader.
Why the employee wants
to come back?
Did the employee take
the wrong decision earlier? Or the employee wants to come back because the new
role was a misfit in the company's culture or is it because the employee is not
able to handle the challenges in the new organization.
What Value can employee
bring in to the Organization?
What the employee has
been doing since leaving your Organization, and how will his or her experience
be beneficial to your firm? Keep in mind that if you aren't moving your company
forward, then you are falling behind. Will this rehire be bringing with him new
ideas to propel your company forward, or will the employee simply be doing what
the employee did when the he / she left and nothing more?
What are the
consequences it can lead to?
Since re-hiring is
highly sensitive one should always remember that the re-hire should not disturb
internal parity and it’s always better to discuss with the existing team about
re-hiring and doesn't come like a surprise.
If you have the chance
to rehire the same employee, first you’ll have to ensure that the issues mentioned
in their Exit Interview that contributed to their departure earlier have
changed or can be corrected.
Today many organizations
face lots of challenges in hiring talented employees and also the recruitment
and training process can be costly, especially if there is a high staff
turnover. Re-hiring previous employees can be a beneficial solution in the
right circumstance provided if there is an effective Re-hiring policy in place.
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