How should HR treat employees who have resigned and are looking back?

As the saying goes, "A good horse never turns back to eat grass." However, in today's increasingly fierce competition for talent, employee turnover has become common in the workplace. Even if employees leave, they will There is a possibility of reinstatement.

It is true that many companies may try their best to retain employees when they leave, especially management employees, but in the end they still respect their decision. But when employees who resigned originally asked for reinstatement, would the company accept it? How did the company view its repeated job-hopping behavior? Will the previous job-hopping behavior have an impact on their careers? These have become confusions for professionals.

Human resources manager’s point of view: Reconsider the motivation for joining the company

Some human resources managers believe that employees’ job-hopping will inevitably give the company a sense of impatience, and are considering whether to re-accept these employees. At this time, their motivations and past experiences also become important measurement factors.

Can your motivation convince the company?

“Since he decided to leave at the beginning, there must be a reason for him to leave. And now he chooses to come back. The reason for his coming back is "What? These are all factors that companies have to consider when considering whether to hire employees who intend to be reinstated." Ms. Li, the head of the human resources department, pointed out that reinstating an employee after leaving the company will indeed give the company the impression that the person cannot work with peace of mind. , so before deciding to reinstate employees, companies need to understand their motivations for leaving and what they think about work, what requirements they have for benefits and benefits, and whether they will continue to leave after returning to the company. Only when these contents are clarified will companies make further considerations.

Can your experience impress the company?

It is true that in order for a company to re-accept an employee who has been away from work for a period of time, the employee’s loyalty to the company is often affected. question mark. Which company did the employees go to when they left the company? What work were they responsible for in the new company? What achievements did they make in the new job?

Facing an employee who is interested in reinstatement, a series of questions about his or her work experience after job-hopping can’t help but arise in the mind of the human resources manager. Because in the eyes of some companies, an employee who has resigned has a desire to return, which is largely related to his past workplace experience, and these experiences have also become an important factor in measuring his motivation for reinstatement.

Corporate views: We must treat “horses that turn back to eat grass” differently

In fact, faced with the flow of employees, especially those employees who have experienced another period of work outside the country After the process, when the employer again requests to come back, will the employer "accept"? Or "reject"? Different companies have different views on the phenomenon of "a good horse turns back to eat grass".

Reinstatement of employees can reduce the running-in period

Companies may be supportive of employees’ requests for reinstatement based on their own development needs. Li Guocheng, Human Resources Director of Qiaoxing Group Co., Ltd. can say is one of them. In his opinion, as long as employees leave their jobs due to normal reasons and do not leave due to violation of company regulations or bad conduct, the company will generally consider their request to return to the company. Because if the company hires a new employee, it usually requires pre-job training before taking up the job, and it takes a while for the new employee to get in touch with and understand the company's situation; and for reinstated employees, this is because they have previously Their understanding of the company allows them to quickly integrate into the company, and their work performance is obviously improved faster than other newcomers, which can save the company a lot of costs.

Be cautious about reinstatement of employees

It is undeniable that some units are cautious about reinstatement of employees.

Especially for many companies that rely on production technology as their main vitality and competitive potential, the departure of employees is a loss to the company, but can the reinstatement of employees make up for this shortcoming? Guangdong Meitushi Chemical Industry He Shaobo, the human resources manager of the company, said in an interview with reporters that not necessarily! Because companies usually look for suitable candidates to fill the vacancies immediately after employees leave. If employees are reinstated, they may not be placed in their original positions. , but reconsider his position based on measuring how much value he can bring to the company. This will also virtually increase costs for the company's operations.

In addition, whether the employee’s reinstatement is consistent with the needs of the company at the time is also an important consideration. If the development of an enterprise is hungry for talents with unique insights in the field of marketing, in addition to "hunting" targets through external recruitment, reinstatement of employees may also be one of the ways to solve the talent shortage.

The key is to grasp the "degree" of measurement

When dealing with the problem of reinstated employees, many companies emphasize that how to grasp the "degree" is a key factor. Proper handling will definitely promote the development of the company, but on the contrary, it may also cause the company to suffer losses, and this is one of the reasons why many companies adopt a cautious attitude towards reinstatement of employees. "An employee who is accepted after leaving the company is largely because their return can help the company's development. From another level, their reinstatement also brings a message to the company's employees - -The outside world may not be wonderful.” He Shaobo said that when considering whether to accept employees who request reinstatement, their personal quality, quality, cultivation, integrity and other aspects are important evaluation indicators, because if they can bring positive impact, it will be very direct. Prove the company's advantages to other employees effectively and work at their posts with peace of mind. Otherwise, other employees will think that the company can come in and out at will, which will have a negative impact on the management of company employees.