The start of 2025 hasn’t brought much clarity to the state of the hiring market. After an upshot in December’s report, January’s hiring numbers, according to the Bureau of Labor Statistics (BLS)¹, marked a return to average. While employers hope the economy gets a boost and gives them a signal to increase hiring, applicants aren’t holding back. Bolstered by the help of AI, and hoping for new job opportunities, applications are surging to record rates.

While in many ways, AI has helped democratize the application process and level the playing field, it has also created new hiring challenges. Employers need to maintain a strong candidate experience and implement creative programs to capture and retain the best talent.In a particularly challenging hiring market, with one in three² willing to quit their job without another lined up, there are a couple of strong programs employers should consider to stay ahead of their hiring needs, leveraging those already engaged with their employer brand.Two specific programs come to mind - “Boomerang Hiring” and “Flextirement” programs, unique methods for ramping up new hires who already know the company.

‍Boomerang Employees: The Value of Rehiring Former Talent

‍A boomerang hire is an employee that has previously worked for a company, left for any number of reasons (promotion, relocation, career shifts, personal changes) and has subsequently decided to return. One of the biggest advantages of boomerang hiring is that these employees are known entities – employers already have insight into their performance, skills, work ethic, and cultural fit, and employees already have a background in company processes, policies and values. Re-hiring former employees cuts down on onboarding costs and helps organizations retain institutional knowledge that can’t be taught. Many times, they return with a greater sense of the industry and may have even picked up new skills while they were away.The trick to encouraging boomerang employees back into the fold is to create a work culture employees will want to return to. When high performing talent walks out the door, companies should always treat their exit as a farewell but not a goodbye forever. Treating them with respect and truly listening to them as they provide feedback on the “why” of their departure are important in giving yourself a chance down the road.Many organizations also keep open lines of communication via LinkedIn groups, alumni email lists, and more, which help a potential boomerang employee know the door is still open.

Flextirement: Retaining Experience While Easing Transitions

While boomerang employees might have left due to shifting priorities or outside stressors, a specific segment of existing employees find themselves nearing retirement but still working full-time. Given that many employees are staying in the workforce longer these days, employers should consider adding a new type of status to the mix - Flextirement. The age of 65 was once the traditional marker for retirement, but the population of employees over 65 in the US workforce has jumped 33% from 2015 to 2024, according to data from the BLS³.This extended period of work can be attributed to a number of factors, from financial concerns over sufficient savings and longer lifespans to changing social security incentives⁴  or just plain enjoyment of work. That’s where “flextirement” comes in – a strategy that allows employees to gradually reduce their hours, while continuing to receive benefits.A positive work environment is like a healthy relationship with both parties investing so much time and effort in the other – an employee in their career and an employer in their workforce. Letting that hard won relationship and years of experience and historical knowledge walk out the door is the last thing a company wants. Flextirement benefits both employees and businesses.For employees, it provides a smoother transition into retirement while maintaining the work they love with an organization that’s a known commodity, especially as they near retirement age. For companies, it means retaining experienced professionals who can mentor younger employees, provide continuity, and cover gaps left by workers on parental leave or other extended absences. By offering flexibility, businesses can hold onto critical expertise while adapting to changing workforce demographics.In addition, by having a flextirement program, employers can potentially target competitors without similar programs in place, forcing workers into an all or nothing approach to retirement. Getting creative with outreach to experienced professionals in your industry could provide an untapped market for incredibly knowledgeable employees.

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