Eight in 10 Filipino employees are open to returning to previous employers after leaving them for greener pastures, according to talent recruitment firm Robert Walters.
In turn, a higher proportion of 9 in 10 of employers are willing to take them back, with a caveat.
Citing a survey covering close to 1,000 professionals across six Southeast Asian countries, of which over 100 are from the Philippines, the headhunter said one in two (46 percent) considers returning to previous employers for better career progression and remuneration.
About one-third admit to having reached out to their previous employer. Robert Walters calls this set “boomerang employees.”
“Eighty-eight percent remain in touch with their previous employer — with 23 percent saying it is to keep the door open,” Robert Walters said.
The survey said 47 percent of Philippine-based workers left their jobs in the past two years for better pay and benefits while 42 percent left for a better career progression.
“As a result, local professionals admit they would be willing to consider returning to their previous employers, with 24 percent stating they would consider it for better remuneration; 21 percent for career progression opportunities and; 22 percent if there are changes to the leadership or team structure,” Robert Walters said.
“The sentiment from Filipino professionals is largely met with positive responses, as over 90 percent of managers in the Philippines express their willingness to re-hire them for suitable positions,” the headhunter said.
Robert Walters said 80 percent of managers “readily affirm their intention to consider allowing ‘good ex-employees’ to return and another 11 percent are open to the idea, but with a cautious approach.”
“A segment of Philippine managers shared they will not consider re-hiring ex-employees (7 percent), a lower figure compared to the SEA average of 9 percent,” it said.
Alejandro Perez-Higuero, Robert Walters Philippines director, said the firm’s findings reveal that hiring managers in the Philippines “are notably receptive to considering the rehiring of their former employees.”
“In the light of the growing talent shortage, nurturing positive relationships with ex-employees is advisable. This approach carries several benefits, including familiarity with your company and culture, which minimizes adaptation time and training costs. Re-hires quickly contribute and can even play a role in succession planning. But as you explore the possibility of re-hiring, it is crucial to assess the reasons for their departure and growth during their absence, ensuring a mutually beneficial arrangement for both parties,” he said.
