Though some executives are skeptical of a former worker’s loyalty, there are a lot of benefits of rehiring familiar faces.

The grass isn’t always greener on the other side.

A 2022 study from payroll firm UKG found that 43% of people who quit their jobs during the pandemic say they were better off at their original workplace. In fact, one in five who quit during the pandemic actually returned to the company they left, according to the UKG study. The Great Resignation is rapidly becoming the Great Rebound.

Boomerang employees, as they’re called, often get a bad rap, with some executives questioning a wayward worker’s loyalty and feeling reluctant to bring them back into the fold. However, experts say boomerang employees can enrich your workplace, since their time with other companies has likely made them more well-rounded and knowledgeable. Plus, they already know your culture and have connections with other staffers, so onboarding will be less costly than for a brand-new face.

Here are some strategies to help you attract former employees and make sure their reentry into your firm is a success.

1. Pay attention to exit interviews.
When employees share why they’re leaving your company, it’s important to listen. What factors led them to scroll the job boards? Was it pay? Culture? Their manager? If multiple high-quality employees are leaving for the same reasons, perhaps it’s time to address those issues – both to help with retention and to attract new and former talent to your company.

2. Keep in touch.
After an employee leaves, don’t cut ties. Connect with them on LinkedIn to follow their career path, and check in occasionally via phone or email to see how they’re faring and what their plans and aspirations are. You never know when their ambitions and your own hiring needs might converge.

3. Create an alumni network.
The easiest way to signal to staffers who’ve left that they’re still welcome is to, well, make them feel welcome. An alumni network, similar to groups for college and university grads, keeps your former workers connected to your company and instills a sense of pride – and perhaps even nostalgia for the way things were. (You could also invite ex-employees to company picnics and other events to help them maintain social ties with their peers.)

4. Don’t skip onboarding.
Once you’ve rehired a worker, take time to acclimate them. Sure, your boomerang employee knows exactly where the break room is and can put a name to just about every face in the office, but that doesn’t mean they’re experts on your current workplace culture and expectations. It’s important to go through the same onboarding checklist with a boomerang worker as you would with any new hire, in case procedures have changed during their absence. The process will likely be quicker for a boomerang than for someone brand-new, but it’s a bad idea to skip it altogether.

5. Welcome them back.
How you treat a boomerang employee speaks volumes about your leadership skills and company culture. If you’re skeptical of them or question their loyalty, everyone on the team will take notice – not just the rehire. Be sure to show your excitement for having them back. Send out a company-wide welcome notice to reintroduce them to staff and demonstrate your appreciation for their talents.