Why Boomerang Rehire Programs Rank #2 in Producing High-quality Hires

 

Interesting article on the #2 source of finding quality hires.

~ David Parsley

Why Boomerang Rehire Programs Rank #2 in Producing High-quality Hires

by  Dr. John Sullivan 

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Other than referrals from your top-performing employees, it’s hard to find a corporate recruiting source with a higher quality of hire (i.e. on-the-job performance) and a higher ROI than boomerang rehire programs. If you’re not familiar with the term, a “boomerang rehire” is a former top-performing employee who you rehire after an absence of a few years. I rank them No. 2 in new hire quality and they also produce significant volume of hires (CareerXroads ranks them N0. 6 in volume, after college hires).

Although boomerang programs have been around for years. In the past they were a bit of a burden because if you wanted to find and keep in touch with your former top-performing employees, you had to put together and maintain your own corporate alumni group. Fortunately today with the tremendous growth of LinkedIn, you can now easily find out where any former employee works. That makes this source among the easiest to find candidates. Updating their LinkedIn profile can also signal to you that they are probably once again considering a move to their next firm, which provides you with an opportunity to reach out to them and ask them to consider returning.

Other firms now build a simple online talent community group and maintain relationships through text or e-mail. The benchmark firms in boomerang rehiring programs include Deloitte, Ernst & Young, Booz Allen, Bain, and DaVita, which has reached as high as 16 percent of its hires coming from its impressive “you are always welcome here” boomerang program. 

Why Boomerang Rehires Are Such High-quality Hires

Referrals from your high-performing employees produce high-quality hires because top performers continually interact with the very best talent and they wouldn’t think of referring anyone who doesn’t meet their high standards. Boomerang rehires have a high ROI because they bring in high performers, and because cost wise, candidates are cheap to find, assess, and sell. Boomerang rehire programs produce high-quality rehires for a variety of reasons, including:

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6 Interview Questions That Will Make Any Employer Want To Hire You

As a father of three college graduates who are in their 20's and are in their prime job interview years, I found this article to be very helpful and have shared it with them.. and now with the readers of Achieve Great Results ~ Insights!

This story written by Kelly Gregorio originally ran on PR Daily in March 2013. 

6 interview questions that will make any employer want to hire you

Common advice among job seekers is that when you attend an interview, you need to interview the employer right back. After all, you're the one who will potentially fill the position. You need to know if it's going to be a good fit, right?

While salary ranges, benefits and schedule flexibility are important details you deserve answers to, hiring managers don't appreciate questions like those until at least your second interview (or maybe even after they make you an offer).

During your first interview, the "impress me" dance is still in full swing. When a potential employer asks if you have any questions, she doesn't want inquiries about parking validation; she wants to see if you're prepared, educated and inquisitive.

Here are six questions to ask at the end of your interview that will help you master the twisted tango of getting hired.

1. "If I were to start tomorrow, what would be the top priority on my to-do list?"
The answer to this question will give you more insight into the current state of the position while showing you're invested and interested in learning how you can start things off with a bang.  The added bonus lies in the Jedi mind trick: You already have your interviewer picturing you as the position holder.

2. "What would you say are the top two personality traits someone needs to do this job well?"
The answer to this question will be very telling. You can translate "creative" and "intuitive" to mean you will be on your own, while "patient" and "collaborative" could mean the opposite.  Not only will this question allow you to feel out whether you'll be a good fit, it will get your interviewer to look past the paper resume and see you as an individual.

3. "What improvements or changes do you hope the new candidate will bring to this position?"
This answer can shed light on what might have made the last person lose or leave the job, as well as tip you off on the path to success. Asking this shows an employer you are eager to be the best candidate to ever fill this position.

4. "I know this company prides itself on X and Y, so what would you say is the most important aspect of your culture?"
This question is sure to impress. It shows you researched the company, and gives you a chance to gain insight into what values the company holds highest.

5. "Do you like working here?"
This question might take the interviewer back a bit, but his answer will be telling. A good sign is a confident smile and an enthusiastic "yes," paired with an explanation as to why. Consider it a red flag if he shifts in his seat, looks away, coughs and starts with "Well…"
Regardless of their answers, employers appreciate the chance to reflect on their own opinions, and it turns the interview process into more of a conversation.

6. "Is there anything that stands out to you that makes you think I might not be the right fit for this job?"
Asking this question can be scary, but also beneficial. Not only does it give you a chance to redeem any hesitations the employer might have about you, it demonstrates you can take constructive criticism and are eager to improve. These are valuable qualities in any candidate.

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