The competitive hiring market has companies casting a wide net to find job candidates with the in-demand skills they need. A new Accountemps survey found that more than nine in 10 senior managers (94 percent) are open to rehiring boomerang employees —staff members who previously left the company on good terms.

The research, however, also revealed that former employees were not quite as eager for a reunion, with 52 percent of workers likely to apply for a position with a previous company. Reasons professionals cited for not wanting to return to past employers included dissatisfaction with management (22 percent), poor fit with organizational culture (17 percent), unfulfilling job duties (13 percent) and bridges burned by the company (11 percent).

"Companies need to leave no stone unturned in their search for talent in today's competitive hiring environment," said Michael Steinitz, executive director of Accountemps. "Boomerang employees are an attractive option because the firm is already familiar with how they'll perform and fit in with the organizational culture. Returning workers also require less training to get up to speed and may have acquired valuable new skills while they were gone.

"Rehiring a former staff member may seem like a simple process, but it's essential to understand why the person originally left and whether the issue has been resolved," advised Steinitz. "The employee will not stay long if past problems keep resurfacing."

Accountemps offers these tips when considering a previous employee's return:

• Have a conversation. Before launching the formal hiring process with a former employee, check in on what they're looking for from your company and ensure all previous issues have been addressed.
• Conduct a formal interview. Follow all hiring procedures as you would with a new candidate. Perform reference checks (including the most recent employer) and have an in-depth discussion to ensure that a return would be beneficial for both parties.
• Reorient the employee. If the person is rehired, have them go through the standard onboarding process to bring them up to speed on current company policies and processes.
• Reassess skills. Managers should consider the returning employee's updated experience to determine if they may be suited for new roles or responsibilities.

Coming to Southeast Asia, rehiring model should work given the shortage of skilled manpower in countries like Singapore. According to a survey by ManpowerGroup 2018 Talent Shortage Survey, 56% of employers in Singapore reported difficulty filling jobs. In a scenario like this, SEA countries should consider hiring boomerang employees.