Rain Man's done it. Worst decision he's ever made... :-)
[Reply]

I thought it was a different guy who just bore an uncanny resemblance to DaFace.
[Reply]

Depends 100% on why they initially left.
[Reply]

If by employee, you mean escort, no.
[Reply]

Let's say the employee did a good job, knows what's expected, but left because they wanted to seek an alternative career that turned out to be a complete dud and gave them some perspective on things not always being greener on the other side.
[Reply]

Re-hiring the same escort would be boring anyways.
[Reply]

Ah, an escort
[Reply]

In that case I would say go for it. They haven't reported to me personally but I have worked with several people who left for other opportunities and left on good terms that eventually came back.
[Reply]

From a policy standpoint, this is a really easy decision. You know exactly how they fit in terms of skills and culture. It's a no risk hire decision or a really satisifying nonhire decision.
[Reply]

Well, for what it's worth, that's basically my situation. I left Rain Man, Inc. because it was the only "real" job I'd had, and I wanted to get experience with another organization in the industry.

In my case, I actually really liked the place I went, but we got bought out by a giant in the industry, and suddenly I was thrust into a massive bureaucracy. That's my style, so I called Rain Man up and started talking about coming back.

Every situation is different, but I actually think that Rain Man, Inc. has benefitted a lot from me leaving and coming back. I gained a lot of insights into how other firms operate within our industry, and we've made a lot of changes since I came back based on those experiences.

So obviously, you'd want to have a good discussion about what their long-term thoughts are - you don't want to just be the crutch they use while job searching for another field of green grass. But if they're like me, it might work out really well.

(Just to clarify, I was with Rain Man, Inc. for 5.5 years, left for 1.5, and have now been back for 3.5 more.)
[Reply]

I guess the key is how they performed once they returned. Was better than before, the same, or was it just so they could find a quick fix and leave again shortly thereafter.
[Reply]

You an escort?
[Reply]

1. Why did they leave?
2. Were you glad they left?
3. Were they difficult to replace?
4. Are they more skilled or appreciative of your opportunity now?
5. Did they leave the "right" way...2 weeks notice and finish their tasks and leave on good terms.

it's not complicated. We've had good employees leave and some have come back with open arms. Some have tried to come back....
[Reply]

I suppose I often escort data into my clients' loving arms...
[Reply]