Rehiring Questionnaire for Interviewers

This questionnaire is designed to help interviewers reflect on their approach to evaluating rehire candidates. Interviewers must determine the candidate's departure and return motivations and whether they might pose challenges in the future. Answer these questions to ensure you have taken key hiring factors into consideration before making a decision.

1. Do I fully understand why the candidate left?

 1.1 Have I thoroughly explored their reasons for leaving (personal, compensation-related, unresolved workplace tensions, limited growth) and assessed whether they are still relevant?

Objective learning from the above exercise: Understanding whether the candidate initially left for personal, professional, or cultural reasons helps hiring managers determine if the same issues could resurface and lead to repeat turnover.

    2. Have I assessed the candidate’s growth and fit?

    2.1 Do I believe they've gained new skills, experiences, or perspectives that might add value to the company?

    2.2 If the company culture evolved since they left, am I confident they still align with it?

Objective learning from the above exercise: If the company’s culture, skill requirements, and direction have changed, managers need to ensure there are no skill gaps that might prevent the returning employee from providing value.

    3. Could they leave again for the same reasons?

    3.1 Have I clarified their career trajectory and how the company might provide opportunities and pathways for success?

    3.2 Has anything changed in the company's compensation, leadership structure, or internal operations that might impact their retention?

    3.3 Are there conflicts or unresolved tensions from the past that are likely to resurface if the candidate is rehired?

Objective learning from the above exercise: This exercise aims to determine whether the company can realistically meet the candidate's expectations this time to prevent future dissatisfaction and turnover.

4. Would I hire this candidate if they had never worked here before?

    4.1 Did I use objective evaluation criteria to assess the candidate?

    4.2 Have I challenged personal biases to make a fair and inclusive hiring decision?

Objective learning from the above exercise: This emphasizes the importance of a structured interview process and standard criteria in hiring qualified candidates without the influence of unconscious bias.