The Man in the Arena
We just re-hired the first of the people we recently laid off (Reining in My Dreams One Person at a Time). It wasn’t for the same position or even the same pay, but it was an honor to ask him to be a member of our team again. As it turned out, he ended up getting a month’s severance and taking a job back with us five weeks later. I think more than a few people would say that’s not a bad deal and even a lucky break. In actuality though, luck had little to do with it.
For the entire article go to inc.com
Corra can think of many good reasons to rehire the employees you laid off when business were tight. It’s a good idea, provided they don’t resent you. But then the fact that they would consider coming back is always a good sign.
Former employees know the job and they know your business environment. They probably know your clients and their fellow employees. There is little if any grace period for familiarization, which can always cost a few bucks in down time.
On the other side of the coin, your former employees may have been out of work for awhile. They may have been depressed and picked up some bad substance abuse habits. They may have gotten themselves into trouble with the law, or, if they drive for you, you may be concerned about their more current DMV driving report.
They it why you should run background checks on any of your rehires. You may wish to run the background checks before you actually rehire them. Or you can rehire them and make their current employable status contingent on a clean background report.
If business was down and no it’s back up, the last thing you need is to discover your rehire has been up to mischief when he was out of a job. You don’t need the worry and the potentially destructive effects of a hire who had screwed up.
So hire them back–a good thing. But run background checks. A smart thing.
Check them out before you hire.
