The next alternative strategy is to contract to hire. However, if you only accept referrals in key jobs from employees who have demonstrated how they fully know the individual and their work, you ensure that referred candidates in key jobs are not complete strangers. Sadly, many current referrals are barely known by the employee. The first “don’t hire strangers” alternative is to rely more heavily on your employee referral program.
For several years these companies have implemented programs (Alumni programs) and specific associations to keep in touch with former employees, often managing to bring them back to the company. McKinsey, Ernst & Young, Bain & Co, and Deloitte) and some technology companies (such as HP, which in recent years has reached a return rate for former employees of 12%). This is obviously in contrast to the current labour market where turnover is high and the need to acquire and maintain know-how is even more necessary.īoomerang recruitment is often widespread among business consulting companies (e.g. These strategies are not very widespread: it is not unusual to find companies who consider the former ‘traitorous’ employees as part of a ‘blacklist’ eliminated from the selection process. The ‘cost per hire’ is moderately low because the investment required in terms of time and commitment is minimal in the knowledge and evaluation of the candidates. Boomerang recruitment defines the process by which the company can identify these excellent individuals that have moved away.īoomerang Recruitment is considered to be one of the recruitment activities with the highest ROI. Is it possible to bring back employees who voluntarily or unintentionally left the company? Of course, if you use boomerang recruitment: a set of recruitment strategies aimed at bringing back talented employees who, for a number of reasons, have left the company.īoomerang is a new term that is commonly used in recruitment to identify so-called “corporate alumni”, that category of former employees who are particularly recognisable by their previous excellent performance.
#BOOMERANG DEFINITION HOW TO#
This article complicates the Boomerang Pattern in order to more accurately describe transnational human rights activism by drawing on examples from the Nicaraguan and Salvadoran human rights movements of the 1980s.Recruiting dictionary, Recruiting tips | What Boomerang Recruitment is and how to Implement It However, the Boomerang Pattern primarily describes how activism is designed to work, rather than present the complications and difficulties that NGOs encounter in their international campaigns.
A document from the archival collection of Amnesty International USA, created in the 1980s but only available to the public since 2007, verifies the accuracy of the Boomerang Pattern in describing transnational human rights activism. Termed the Boomerang Pattern, the model demonstrates how NGOs of the (predominantly) Third World work with international NGOs to address human rights violations in their own countries. Keck and Kathryn Sikkink published Activists Beyond Borders in 1998, they offered the emergent field of human rights history the first clear model of the relatively new phenomenon of international human rights activism.
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