Do you have insights regarding guidelines and processes on eligibility of Boomerang candidates (rehiring exited associates or employees)? Do you treat them like other external candidates or you have specific criteria and guidelines during the selection and offer process? How do you prioritize who to proactively reach-out?  How do you sustain their engagement with your company? 

Boomerang candidates, or rehiring exited associates or employees, can be valuable assets to a company due to their familiarity with the organization's culture, processes, and industry. While there might not be a one-size-fits-all approach, here are some steps that we follow in our organisation:-

1. Eligibility Criteria and Guidelines:
When considering Boomerang candidates, it's important to establish clear eligibility criteria and guidelines. This could involve factors such as the reasons for their departure, their performance history, and the time since their departure. 

2. Selection and Offer Process:
The selection and offer process for Boomerang candidates could be tailored to their previous experience with the company. 

3. Proactive Outreach:
Prioritizing which Boomerang candidates to proactively reach out to can be based on several factors like performance and impact during their previous tenure or maybe alignment with the current job openings and organizational needs.

4. Sustaining Engagement:
One needs to make sure that there is proper engagemnet is maintained with Boomerang candidates after they've rejoined the company

5. Open and Transparent communication

6. Cultural Fit:
Evaluate how well a Boomerang candidate aligns with any cultural shifts that might have occurred since their departure. It's important for them to adapt to any changes in company values, norms, and expectations.

7. Proper Feedback loop

i came from a company where we had many boomerangs that were often "short turns" so they left thinking grass was greener then came back.  For short term boomerangs that were high performers we typically would return them at same level/same comp (even if they left for higher comp/promotions) (assuming they were good performers and they had left on good terms.  If people left for let's say more than a year or two and wanted to return, we would evaluate whether they would be at same level or higher and same for compensation.  We actually the used the boomerang populations as a focus group to help us better describe our value proposition - so why people left and why they returned was super helpful to defining what made us unique. yes we would proactively reach out to candidates we wanted back