We keep hearing that an uptick in hiring is coming as the economy continues to shake off lingering effects of the recession and senior workers retire. If those predictions play out, perhaps we won’t be surprised before long to find a shortage of workers, with employers competing for the best candidates.
That scenario is already playing out in various companies, sometimes due to a skills gap in the candidate pool and sometimes because of a company’s stubborn adherence to questionable hiring criteria.
I feel like I’ve been to this rodeo before. When hiring becomes difficult, the resilient companies look for solutions. They may increase wages, or turn to contract houses and outside recruiters, or offer hiring bonuses, or outsource work.
They may even – hang onto your hat – invite previous workers to return to the job.
It makes sense. Who else knows the company culture, the internal processes and the product line as well as someone who has worked there before?
But it’s not a risk-free move. What if the returning employee was laid off or fired and still harbors ill will toward the company? Given the way some terminations are conducted, that’s not difficult to imagine.
For the candidate, this situation has both positive and negative prospects. Here are some tips if you find yourself in conversation with a previous employer.
- Sell your strengths, not your shortcomings. While emphasizing your ability to jump in quickly, also highlight things that you did well when you worked there before. But steer clear of the things you struggled with and any conflicts you may have been part of.
- Negotiate a higher wage. If you've been gone a while, you may have picked up additional skills or certifications or even worked in other organizations. These all add value. You won't want to oversell this point, but another reason to negotiate is the simple rule of scarcity: There are lots of candidates but relatively few who have worked for this organization before.
- Mind your emotions. If you're still tender from your termination from this company, or find yourself feeling a sense of dread when you consider going back, then this isn't the move for you. Resolve to revisit the issue when more time has passed, but don't try to force something that could end disastrously.
- Consider returning as a contractor. This is a frequent arrangement in the months following a layoff when an employer discovers it has cut too deeply or too soon. But even if you've been gone a few years, you may find that you look more appealing as a contractor than as an employee. Just remember to increase your asking price enough — at least 30 percent — to cover your costs of doing business as a contractor.
- Stay alert, and a little aloof. Even if you're overjoyed to be returning to this employer, don't forget that something led to your earlier departure. Keep up both your skills development and your networking so you're not overly dependent on this company for your livelihood.
What do you think? Are you interested in shopping your own resume for your next employment gig?
If you’re attracted to the idea of working for a previous employer, my advice is to take matters into your own hands rather than waiting for the phone to ring. You can try the direct approach and contact a previous supervisor to start the conversation. Or you can plant the seed in conversations with past co-workers who still work there.
If those options don’t seem viable, look for vendors or possibly customers who can help you float the idea. Of course you can head straight for Human Resources with your request, but don’t be surprised if you’re directed to the company’s website to watch for openings like everyone else.
Once you’ve attracted someone’s attention, proceed with cautious enthusiasm. Just like workers, companies change and grow. You might find you like this “new” version more than the one you left.
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