【HR术语】什么是回旋员工？（What is a boomerang employee?）
什么是回旋员工？
回旋镖员工是指离开公司后又被重新雇用，在相同或不同岗位上工作的专业人员。回旋镖员工的工作轨迹就像回旋镖的名字所代表的 V 形投掷棒一样。
专业人士离开当前职位的主要原因如下：
在其他公司发展事业
追求激情
应对重大生活变故
季节性工作（尤其常见于酒店和零售行业）
人力资源领导者为什么要关注 "回旋员工"？
与上一代专业人士相比，千禧一代倾向于更换工作--60% 的人表示 "愿意接受不同的工作机会"。在过去的几十年里，重新接受前员工被视为禁忌。但在当前的就业文化中，"回流员工 "已被接受，甚至对雇主有利。
雇用回流员工的好处有：
熟悉公司文化和职位
从外部工作经验中获得新技能
减少入职时间和培训成本
提高积极性和新视角
回流员工有哪些利弊？
如上所述，重新聘用前员工的一个最重要的优点是，他们能够提供对企业的熟悉感以及新的经验和技能。
不过，雇佣老员工也有可能带来一些弊端，其中包括：
如果他们离开时的条件并不理想，他们可能会给工作场所带来怨恨或不愉快的感觉
如果政策或公司文化发生变化，回流员工可能难以适应这种变化
即使有经验，回流员工也可能不是最佳人选
如何最有效地处理 "回迁员工"？
选择与 "回迁员工 "共事，就必须了解如何在整个员工生命周期内处理他们。在招聘、面试和入职时，以下是一些需要考虑的重要提示。
了解哪些人适合成为 "回流员工"。并不是所有以前的员工都适合重新雇佣。在招聘 "回流员工 "时，应选择那些以良好的条件离开组织的员工，如出于个人原因或为了获得更多的工作经验。
澄清事实。在面试过程中，重要的是了解员工离职的原因，以及他们是否带走了任何未解决的问题。重要的是，要解决并澄清任何问题，以便将来在组织中取得成功。
敞开大门。通过保持与前任人才的关系，确保前任员工知道公司欢迎他们再次参加面试。
关注重新融入。老员工入职与新员工入职同样重要。不要吝啬将回旋员工融入一个肯定会发生变化的团队和公司的过程。
针对离职员工的面试问题有哪些建议？
当然，回迁员工的面试与全新应聘者的面试有所不同。以下是一些面试问题，您可以用来了解前团队成员是否适合重新聘用。
你之前为什么离开公司？
离开公司后你在哪里工作？
离职后你的技能有哪些提高？
如果您回到公司工作，离职后的工作经验对您有哪些帮助？
与以前的同事或经理之间是否存在未解决的问题？
是什么原因让你想在这个时候重新加入公司？
人力资源领导者如何促进 "回旋员工 "的成功融入？
人力资源领导者可以利用这些做法鼓励员工接受并顺利融入绩优回迁员工：
优雅告别。人力资源领导者可以实施离职计划，鼓励员工与雇主之间进行换位思考和坦诚交流。将离职面谈作为离职流程的一部分，可以让员工就需要改进的地方提供反馈意见。这不仅能让留下的员工更好地为公司服务，最终也能让未来潜在的 "回旋镖 "员工更好地为公司服务。
跟踪员工记录。将相关的员工信息整理到申请人跟踪系统中，可以简化招聘和录用流程。人力资源专业人员可以查看员工过去的绩效评语以及与团队成员协同工作的报告。回流员工还可以获得病假、休假和任期，这些都可以从上一份工作转移到新岗位。
建立校友群。在征得前员工同意的情况下，人力资源专业人员可通过社交媒体或电子邮件通讯促进校友会的发展。这样既能保持关系，又能让他们及时了解公司的变化。如果校友们想重新应聘，或者雇主决定提供工作机会，保持联系也会为他们敞开大门。
对离职团队成员要有同理心。人力资源领导者可以在离职阶段为离职团队成员提供支持，从而保护与他们的关系。好的做法是为离职员工提供职业介绍服务，并在可能的情况下提供离职补偿金。离职员工被默认为品牌大使，因此善待和尊重他们不仅是正确的做法，也会使公司受益。
创建积极的公司文化。人力资源专业人员可以建立积极的公司文化，鼓励员工和管理人员之间的合作、人际关系和感恩之心。一个友好互助的工作社区可以吸引更多优秀人才回归。
注重质量。 人力资源领导者只应设法重新聘用那些离开时条件良好的绩优员工，以便他们能够无缝地重新融入公司文化。同样重要的是，人力资源领导者应平等地考虑回流员工和新候选人--回流员工熟悉公司并不一定意味着他们就是最佳人选。
回迁员工如何改善公司文化？
表现出色的回迁员工可以为企业带来有益的技能、经验和热情。他们的回归可以提高士气，在工作场所创造共同的使命感，证明公司是一个非常适合工作的地方，即使员工离开了，也愿意回来。
以下为文章原文：
What is a boomerang employee?
A boomerang employee is a professional who leaves a company and is rehired at a later point to work in the same position or a different one. Boomerang employees follow a circular trajectory like the v-shaped throwing stick they are named after.
The main reasons professionals leave a current position are to:
Further their career at another company
Pursue a passion
Cope with significant life changes
Work seasonally (especially common in the hospitality and retail industries)
Why should HR leaders care about boomerang employees?
Millennials tend to change jobs more than professionals from earlier generations—60 percent report being “open to a different job opportunity.” In past decades, reaccepting an ex-employee was considered taboo. But in the current job culture, boomerang workers have become acceptable and even beneficial to employers.
The advantages of hiring boomerang employees are:
Familiarity with the company culture and the position
New skills from external job experience
Reduced onboarding time and training costs
Increased motivation and a new perspective
What are the pros and cons of boomerang employees?
As mentioned above, one of the most important pros of rehiring former employees is their ability to offer familiarity with your organization along with new experience and skills.
However, there are still possible cons to hiring boomerang employees, including:
Their potential to bring a sense of bitterness or bad blood into the workplace if they left on less-than-ideal terms
If policies or company culture have changed, boomerang workers may have difficulty acclimating to the changes
Even with experience, boomerang employees may not be the best candidate for the role
What is the most effective way to handle boomerang employees?
The choice to work with boomerang employees requires an understanding of how to handle them throughout the employee lifecycle. When it comes to recruitment, interviewing, and onboarding, here are some important tips to consider.
Know who makes a good boomerang employee. Not all previous employees are fit for rehire. When recruiting boomerang workers, aim to choose those who left the organization on good terms, such as for personal reasons or to gain more experience in the field.
Clear the air. In the interview process, it’s important to understand why a person left and whether or not they took any unresolved issues with them. It is important to address and clear up any issues for future success in the organization.
Leave the door open. Make sure that previous employees know they are welcome to interview again by maintaining relationships with previous talent.
Focus on reintegration. Onboarding a former employee is as important as onboarding a new one. Don’t skimp out on the process of integrating a boomerang employee into what is certain to be a changed team and company.
What are some recommended interview questions for boomerang employees?
Naturally, interviews for boomerang employees are different than those you would have with brand-new candidates. Here are some interview questions you can use to understand whether a former team member might be a good fit for rehiring.
Why did you previously leave the company?
Where have you been working since you left the company?
How have your skills improved since leaving?
In what way will the work experience you’ve had since leaving the company help you if you return to work here?
Are there any unresolved issues with your former co-workers or manager?
What makes you want to rejoin the company at this time?
What can HR leaders do to promote the successful integration of boomerang employees?
HR leaders can use these practices to encourage acceptance and smooth incorporation of top-performing boomerang workers:
Say a graceful goodbye. HR leaders can implement an offboarding program that encourages empathetic and honest communication between people and employers. Including an exit interview as part of the offboarding process allows people to provide feedback on areas in need of improvement. This can better the company for the remaining people and, ultimately, for potential future boomerang employees.
Keep track of employee records. Organizing relevant employee information into an applicant tracking system can simplify the recruiting and hiring process. HR professionals can check past performance reviews and reports of employee synergy with team members. A boomerang employee can also qualify to receive sick days, vacation days, and tenure from the previous employment period that transfer to their new position.
Build an alumni group. With former employees’ permission, HR professionals can facilitate an alumni group through social media or an email newsletter. This maintains the relationship and keeps them informed of changes within the company. Keeping in touch leaves the door open to alumni if they’d ever like to reapply or if the employer decides to extend a job offer.
Have empathy for departing team members. HR leaders can protect relationships with departing team members by supporting them during the exit stage. It’s good practice to provide people you’ve let go with outplacement services and, if possible, a severance package. Departing employees serve as brand ambassadors by default, so treating them kindly and respectfully is not only the right thing to do, but it can also benefit the company.
Create a positive company culture. HR professionals can build a positive company culture that encourages collaboration, interpersonal relationships, and gratitude among people and managers. A friendly and supportive work community can attract more top-performing people back.
Focus on quality. HR leaders should only seek to rehire top-performing people who left on good terms, so they can seamlessly reintegrate into the company culture. It’s also essential that HR leaders consider boomerang employees and new candidates equally –just because a boomerang employee is familiar with the company doesn’t necessarily mean they are the best candidate for the job.
How can boomerang employees improve company culture?
High-performing boomerang employees can bring beneficial skills, experience, and enthusiasm to an organization. Their return can boost morale and create a shared sense of purpose in the workplace, proving that your company is such a great place to work that people want to come back even after departing.
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