I’m still not sure how I swung it, but somehow, my first ‘big girl’ job was as a front desk agent for a five-star hotel.

Freshly 18, with only babysitting and Boost Juice on my resumé, I was thrust into a golden, glittering world - and I was expected to shine along with it. Surrounded by master hoteliers, the imposter syndrome was real. Yet, when my only choices were sink or swim, somehow I soared.

I fell in love with hospitality, taking enormous pride in memorising regular guests’ preferences, anticipating needs and making stays seamless. I scored free breakfasts, spa treatments and unreal accommodation discounts. I loved the flexibility of shift work and how it allowed me to prioritise my studies in creative writing. I’d sometimes even write assignments during dull overnight shifts.

When I eventually moved on after two-and-a-half years, it wasn't a bitter departure at all. I bid that luxurious life a fond farewell, leaving the door ajar in case it decided to beckon me back.

While some may perceive returning to a former employer as a step backward for their career, the growing trend of 'boomerang employees' demonstrates the immense value returning staff members can bring to organisations. Here’s why you should make boomerang employees a part of your recruitment strategy:

• Reduced onboarding time and costs. Returning employees already know your systems, tools and processes. They’ll likely only need a refresher session before diving back into BAU. Boomerang employees also cost less in recruitment expenses and training costs.
• Expanded networks. After moving on, employees will have made new connections that can help your employer brand message reach talent pools you might otherwise have struggled to access.
• Fresh perspectives. Employees will return with external market intelligence, having seen how other organisations operate and solve problems.
• Fostering a psychologically safe workplace. Current employees witness that leaving doesn't burn bridges, creating an environment that actually increases retention.

In an era where authenticity drives employment decisions, former employees who voluntarily advocate for your brand represent a uniquely valuable asset in your employer branding toolkit.

Here’s how you can leave the door open for employees to return, if and when they’re ready:

• Make offboarding just as thoughtful as onboarding. Conduct meaningful exit interviews that go beyond surface-level feedback to understand the emotional drivers behind their decision to leave. Offer flexible transition timelines when possible and consider a personalised farewell gift that reinforces their value to your organisation and people.

  If employees are leaving due to life changes or family commitments, consider offering sabbatical options, consulting arrangements or reduced-hour positions to keep them connected while they navigate their transition.

• Design a strategic alumni network program. Move beyond the occasional newsletter by creating a structured program with quarterly events, industry insight sessions led by current senior staff and exclusive access to company announcements or job openings.

  Consider appointing alumni ambassadors from different departments who can maintain authentic connections with former colleagues.

• Create targeted return strategies. Keep track of employees who have considered leaving but stayed after retention conversations - these are prime boomerang candidates if they do eventually depart. For positions with high boomerang potential, create clear advancement tracks that acknowledge external experience as valuable development, removing the stigma of “moving backwards”.
• Leverage “reverse mentoring” opportunities. Invite high-performing former employees to guest lecture at internal training sessions or mentor current staff. This keeps them engaged with your culture while demonstrating your commitment to their continued success.

Here’s what many organisations fail to recognise: every former employee who maintains a positive relationship with you becomes a brand ambassador in their new workplace, at industry events and within their professional networks.

They provide authentic insights that no amount of employer branding budget can buy, because they have nothing to gain from their advocacy - they're simply sharing their genuine experiences.

Organisations that master this approach don't just increase their boomerang hire rates; they transform their entire talent acquisition strategy. They create a cycle where positive departures lead to enhanced reputation, which attracts better candidates, who become better employees, who create more positive departures when they eventually move on.

The grass isn’t always greener on the other side. Sometimes, the best way to move forward is to welcome people back home.