2023-11-19 15:03:00
But applying to your former employer cannot be improvised and requires preparation in a very specific way. “It’s a decision that is not taken lightly or easily.”
1. Consider the reason for leaving
Before you start applying to a previous employer, it’s important to think about why you left. “People sometimes leave a job because they think the grass is greener elsewhere. This isn’t always the case and they then realize that the little frustrations that made them leave weren’t so serious than that”, explains Marie Parmentier. Departure can also be due to the impossibility of progressing or to a manager problem. “Things may have changed since then. A position opened up; the manager in question left. If the person who wants to apply still knows any former colleagues, it’s a good idea to contact them. They probably have an answer to these questions. They will undoubtedly also be able to say more about the vacant position and, knowing the candidate, will also be able to assess whether the vacant position suits them or not. In any case, it is necessary to be certain before applying that the conditions which led to at the beginning are not likely to exist again.”
End of year bonus: don’t always let yourself be seduced by a thirteenth month
2. How to apply and motivate your return?
Once the candidate has decided to apply to their former employer, the question naturally arises as to which is the best way to proceed: the usual method or a more personal approach? “If the candidate’s former manager still works in the company and they left on good terms, it is a good idea to call them first for advice,” notes Marie Parmentier. The candidate must be able to clearly justify why he left and why he wishes to return. In most cases, they will be asked to send an updated CV and complete one or more interviews.
3. Mention your new skills
There is a good chance that the candidate will have learned new things and acquired knowledge and skills in their new job. It is important to highlight these new skills during the interview and explain why they represent added value for the team and the new role.
4. Greater chances of success?
As a former employee, the candidate may have an advantage over others. He already knows the organization, was able to integrate for the first time, matches the company culture and will surely be operational more quickly. The hiring procedure can also be faster if the candidate applies for the same type of position as the one he had before.
But does seeing a former employee come back please employers or not? “There are two approaches. Some companies don’t like it at all. They believe that if an employee has left, he or she is gone. Others are much more open and tell themselves that they have everything to gain from it. We offer ourselves to clients of former candidates by ensuring that they are open to this practice”, assures the manager of Robert Walters. Some employers are also trying to reclaim former talent. “This happens in particular when an employee leaves because there were no opportunities to progress in the company. If an opportunity arises, the employer will be likely to contact them saying that they could agree to come back if it’s his dream job.”
5. You have to think about the future
If the organization does not want to reinstate a former candidate, the former candidate must request an explanation. It may simply be because he did not have the profile sought for this job. He can then indicate that he wishes to be kept informed of any new job offers that better match his profile. “If a worker wishes to keep options open to return at a later date, it is best to try to leave their employer on good terms and maintain good contact with colleagues and managers with whom they have worked.”
1700430533
#Return #employer