To remedy sustained talent shortages resulting from demographic shifts and skills gaps, Mexican businesses are recurring to their alumni network, also referred to as the “Boomerang Employee Effect”, according to findings by ManpowerGroup. This recruitment approach not only mitigates companies’ talent shortages but also contributes to enhanced cost-effectiveness in workforce management, according to Zdnet.
Mexican employers across industry sectors, including manufacturing, wholesale, retail, and IT, are confronted with the task of sourcing talent that possess a blend of technical expertise and interpersonal strengths. An evolving challenge complicated by the relentless pace of technological evolution, which has consistently outpaced the training of qualified global talent, as noted by Alberto Alesi, General Director, ManpowerGroup Mexico. In Mexico, 64% of employers are struggling with talent acquisition, mirroring a global trend where 75% of employers face similar hurdles, according to a ManpowerGroup report. The prevalence of this predicament has compelled employers to systematically reconsider overlooked talent pools, including former employee alumni.
The term "Boomerang Employee Effect" refers to the practice whereby individuals who previously left their employers, either voluntarily or involuntarily, later return to their former workplace. According to ZDNet, the re-employment of former staff emerges as a powerful tactic in tackling talent shortages. This approach not only facilitates the recovery of lost knowledge but also integrates the expertise acquired during their absence, providing valuable training for the younger workforce. In terms of financial benefits, bringing back former employees proves cost-effective for onboarding and training compared to hiring new staff. Furthermore, their existing relationships within the company and with clients streamline the integration process, enabling a more efficient reallocation of resources towards essential company objectives, outlines the Manpower report.
“Experienced, mature workers can train a younger workforce in the right way of doing things. That kind of knowledge transfer is essential in bridging the talent gap,” asserts Francisco Javier Diaz, LATAM Practice leader, ManpowerGroup Solutions Mexico.
LinkedIn data signals a noticeable uptick in the rehiring of boomerang employees, rising to 4.5% in 2021, from 3.9% in 2019. Erick Diaz, Human Resources Director MX, Atento, underscores that actively embracing the boomerang employee trend involves taking proactive measures. This includes maintaining continuous communication with former employees and ensuring a positive and cordial exit process. Diaz advises approaching departures with professionalism and understanding, framing them as a natural concluding phase rather than an act of betrayal.
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