Hello again: 4 steps to a successful rehire
Sometimes, despite your best attempts, great employees leave. They might accept other jobs or move away, or perhaps they fell victim to downsizing. Whatever the reason, when a well-respected former employee wants to come back, the benefits can be many, but so can the questions. Following these four steps will help ensure a smooth rehire. You know your former employee was great at what she did, and
Step 1: Post the job.
her manager would be happy to have her back, so why bother posting the job? Because you never know what (or whom) you might be missing if you don’t. Even if you don’t end up interviewing any other applicants, at least you’ll have a good picture of where your former employee stands against the competition.
Step 2: Sit down for an interview.
Again, you know your former employee was a good fit at one time, but a formal interview is still in your best interest. This experience gives you the chance to discuss any lingering concerns either of you might have about the opportunity, and it allows you to set expectations early.
Step 3: Run a background check.
If the individual has been away for a while, you should follow your standard policy (and state laws) on background checks no matter how much you trust him. Assuming nothing has changed in his criminal history is a risky bet, especially if you’re circumventing the rest of your usual hiring policies to bring him back.
Step 4: Paperwork, paperwork, paperwork.
When the employee left, you most likely saved all the necessary forms as required by law. So, what can you still use? Forms I-9 are valid for three years from the employee’s original hire date, but you’ll still need to fill out a new Section 3 if you don’t plan to fill out a new form. If a more current version has been issued, you’ll need to com-
plete an entirely new form. While Form W-4 technically comes with no expiration date from the Internal Revenue Service, your best bet is to have the employee complete a new form to be sure the information is up to date. Internal forms, such as confidentiality agreements and policy acknowledgments, should be treated as new and signed again.
To ensure the smoothest rehire process, consider documenting your steps and creating a policy. That way, a returning employee won’t be caught off-guard when he sees the job posted or is asked for consent to run a background check.
The key to remember is this: Rehiring former employees can save your company time and money, but be sure to cover all your bases before making a job offer.