How does your Talent Acquisition program screen former employees from a rehire eligibility standpoint? Thorough deep-dive review, personnel records, etc., or rely on a check-box in HRIS system 'rehire eligible or no'? Or, other?
Sort By:
Oldest
Director of Finance in Miscellaneous2 months ago
I have only been with the Company for two years and not really privy to how this is done. Generally, a former employee has the right to request their employee file to check it out. Assuming all is preserved within that file.Director, Global Talent Management in Manufacturing2 months ago
The first point of review is if they are eligible for rehire based on what is listed in our HRIS system. If they are eligible for rehire they follow the same process as all other candidates and we review available historical information on the past employee.Director of HR in Retail2 months ago
We rely on the check-box within our HCM as a first indicator. If they are marked as not eligible for re-hire, we take on the obligation of gathering additional context to why the ex-employee is not re-hirable. We believe that other factors should be considered which we do. For example, a part-time employee working in one of our DCs or stores 10 years ago and is now applying for a corporate position at head office. Reviewing the details allows us to understand that 10 years ago the individuals was a student and was missing shifts due to their school workload and their manager at that time was requiring them to work additional shifts during the week versus just the weekend shifts that they were interested in. In this case we may be more inclined to take the candidate through the process versus someone who was terminated due to a violation of our code of conduct.