Roberta's Talent Maximizer - Roberta Matuson's Newsletter on Creating Exceptional Workplaces and Extraordinary Results
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HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results
TALENT MAXIMIZER Vol 10, Issue 7 - July 2013

No one likes to think about one of their best employees departing, but for most this will be inevitable. A recent survey by Right Management, a division of Manpower, revealed that 64 percent of employees say they have been approached about a possible job over the past 12 months. Still think your company is not at risk?

I see no downside in taking preventative measures to ensure that your organization is in good shape, even if everyone remains in place. The worst-case scenario is that you have a team of exceptional people delivering extraordinary results to your customers and clients. How great would that be? Give us a call today to discuss ways we can help you achieve dramatic growth and market leadership for years to come.

Six Things to Consider Before Rehiring an Employee

By Roberta Chinsky Matuson

Procter and Gamble recently replaced CEO Robert McDonald with his retiredpredecessor, A.G. Lafley. J.C. Penney Co ditched Ron Johnson, the CEO it poached from Apple Inc., and brought back his predecessor Myron Ulman.Before you jump on the bandwagon and hire an employee who wants to return,consider the following:

1. Remember why the employee left in the first place. Time heals all wounds; or does it? If it’s been a while since the employee left, you may no longer remember the relief you felt after his or her departure. Were you overwhelmed with joy because your biggest problem child became someone else’s challenge, or in hindsight do you wish you could have helped this employee navigate through the political landmine that eventually took her out? If it’s the first, then it’s best to stay the course and continue your search.

2. Is this person the best candidate for the job? Recruiting and hiring can take quite a bit of time, which is something executives seem to have in short supply. Is the person you are considering rehiring the best candidate for the job, or are you making the decision to rehire because it appears to be a quick fix for you?

3. What will this person bring to the job? Sometimes you have to leave home in order to grow up. What has this person been doing since leaving your employ, and how will his or her experience be beneficial to your firm? Keep in mind that if you aren’t moving your company forward, then you are falling behind. Will this rehire be bringing with him new ideas to propel your company forward, or will he simply be doing what he did when he left and nothing more?

4. How will the team react to this rehire? I’m not suggesting that you run your organization like a democracy. However, I do believe that you have to consider the impact each hire has on company culture. Cultures change with time. Ask yourself if this person’s values align with that of the organization. If the answer is uncertain, then consider spending more time with this candidate until you have a definitive answer. It’s okay to shake things up a bit with the addition of a rehire if your intent is to create some sparks. Just make sure you don’t inadvertently burn your company to the ground.

5. Is this move in the best interest of the prospective employee? It’s still an uncertain job market out there for many, and it’s certainly easier for a candidate to go back to the place where it all began if he left on good terms. But in the end, is this really the best move for the candidate? If you feel that your company may be “Mr. Right for Right Now” for the rehire, then consider passing.

6. Is there someone in the organization who is being overlooked? Who else inside the organization may be qualified to do the job you are about to offer to a former employee? Think about the message you are sending to employees who believe there are opportunities to promote from within. Will they stay in your employ, or return to their previous employers for a promotion?

Staffing decisions like these are rarelyblack and white. However, you can avoid having to address questions like these when you have a solid plan in place for succession and employee development. Don’t wait until employees depart. Work on your plan today, and prepare your employees for what will be an awesome future with your company.

© 2013 Matuson Consulting. All rights reserved.

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About Roberta Matuson

Roberta is the woman they call at to talk about talent. Roberta just completed a series of videos for Monster to help business leaders pull in and keep top performers. These videos will be featured on Monster and in future newsletters. Be sure to check our website ( for additional tips on talent maximization.

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