Your alumni employees are very well acquainted with your organization. They are aware of your company culture, the work environment and to a great extent are the most reliable and honest sources of practiced employees. Here is how you can maintain a great alumni network:

1) Chase your Alumni

Regardless of the fact it is the social media channels like Facebook LinkedIn, or even a private Google Group, make your network able to read aloud the communities and the engagement sources suitable to them. You can build online alumni relations on Google, LinkedIn and Facebook. You can also, on the contrary, provide your alumni with an electronic newsletter particularly geared to former employees. These are a source of immediate feedback from the alumni, interaction and are fast and flexible.

2) Highlight the Job Openings

Make it a regular habit to keep informed the alumni on the latest happenings in the company. Incorporate things with which they can help you with, like recommending candidates for a suitable job with your organization. Rather than straightforwardly asking any of the ex-employee to come back, provide them with the latest information on new job vacancies and give them the power to refer some candidate or apply themselves.

3) Offer Appealing Incentives

Think about escalating your employee referral incentives. Financial incentives are an indication that they are a part of your family and you rely on their referrals. Invite your preferred alumni to your regular company events. Engaging with former employees is a great way to persuade your preferred alumni to get back.

4) Regular Communication

Treat an employee well even when he or she is leaving your organization. Express thanks for their valuable service and seek their keenness to stay in touch. A booming boomerang recruiting process gets into work exactly before an employee drifts. Build an off-boarding process including the names of the employees that constituted to a fortunate turnover and who must be welcomed whenever they wish to return. Also, make the leaving employee aware that their revisit would be welcomed and ask them to stay in touch.

5) Provide them Value

This can comprise of implicit happy hours or personal alumni events and mixers along with the career-oriented workshops. These might also include other learning and expansion opportunities. It works as a small venture for a treasured former employee might make use of the training programs that are to develop their skill. This is due to the fact that when they bounce back, they can get a higher-level position.

6) Offer Appealing Incentives

Think about escalating your employee referral incentives. Financial incentives are an indication that they are a part of your family and you rely on their referrals. Invite your preferred alumni to your regular company events. Engaging with former employees is a great way to persuade your preferred alumni to get back.

7) Make them Come Back

With the increase in employee turnover, the availability of corporate alumni program for rehiring is also increasing dramatically. If you happen to receive any query from a potential boomerang employee, responding quickly is imperative. Make them realize their importance to you and your company, even if they are not engaging actively with you.

Thus, Boomerangs are a great prospect and play a vital role in the recruiting process. Alumni networks permit the HR professionals to trail the people their organizations have invested in, irrespective of the fact that they are boomers or young workers.