letter to remind them to update their
LEAVING THE DOOR OPEN
Gone is the stigma once associated
with ex-employees. These days, employers are paying more attention to
these individuals—including as possible rehires. A 2015 survey conducted by
the Workforce Institute at Kronos Inc.
and Workplace Trends.com found that
76 percent of more than 1,800 HR professionals reported being more open
to hiring former employees than they
were in the past.
In today’s labor landscape, fnding
the best person for the job is para-
mount and having a track record with
the company can be a major asset. Un-
dergirding the attraction to corporate
alumni is basic economic reality.
“It’s a job candidate’s market for sure,”
says Lisa Inserra, director of talent ac-
quisition at global food services and fa-
cilities management company Sodexo.
“Unemployment is low, and talent is
Those conditions are forcing many
employers to adjust their recruitment
strategies by expanding their alumni
At Sodexo, nearly 9,000 manage-ment-level employees are in the company’s U.S. alumni network. The program’s strength lies not only in the
company’s ability to maintain ties
with former colleagues—who often
refer other qualifed candidates for
jobs—but in convincing them to return. About 20 percent of the external
hires Sodexo makes each year are former employees. “It is one of the largest
candidate pools that we pull from with
our external hiring,” Inserra says.
Deloitte launched its alumni program in 2000 and now has more
than 200,000 people in its U.S. network—and an additional 100,000 in
other countries. In the fscal year that
ended in May 2017, 2,800 boomerang
employees returned to the organization, a 32 percent increase over the
previous fscal year, says Heidi Soltis-Berner, evolving workforce talent
leader at the company and managing
director of Deloitte University.
Alumni can also be a rich source of
passive candidates. “For instance, if
you want to recruit women for a senior role at your company, you start by
understanding who in your [alumni]
GOOD ALUMNI RELATIONS
Want to start an alumni network at your organization? Here are a few tips:
�;Stay in touch. Keep former employees updated, but don’t overwhelm
them with information.
�;Don’t be deterred by cost concerns. “Most programs have incremental
budgets under $50,000 and yet still fnd creative, cost-efective ways
to engage alumni and deliver value from the program,” according to a
report by Conenza.
�;Communicate the program to current employees. Make sure workers
learn about the alumni program during the onboarding process, not
just when they leave.
�;Keep information current. Regularly update the locations, e-mail addresses and job information for your alums.
�;Survey alumni. Reach out at least once a year to fnd out what activities former workers are interested in, and give them opportunities to
update their information.
� Encourage alumni referrals. Consider rewarding former employees
when they refer potential new hires to the organization.
�;Track metrics. Assess how many alumni attend events, use the alumni
website and participate in online training.
A group of Sodexo employees and alumni volunteers at a Stop Hunger Servathon to beneft the Maryland Food Bank.