Recruiting and rehire

Employees can be marked Rehireable after termination. Employment history has both Termination and Rehire event values. Recruiting records connect Candidates, Applications, job requisitions and Offers to the hiring process. The earlier employee event remains useful context when a former worker is considered for a new role.

A departing employee may have a current record, a dated employment change, an exit checklist and a payroll statement. Review the links between those records before treating one status as the whole answer. The manager and HR Business Partner should be able to identify the next owner from the assigned task and its due date.

• Person. Keep the employee identifier and current manager with the departure record so the work is attached to the right worker.
• Date. Use the effective event date and task due dates to distinguish future work from overdue work.
• Result. Record the status and supporting evidence on the record where the work occurred.

Agree who may mark someone Rehireable and which hiring steps still apply. Recruiting should use the approved requisition and offer records for a new position. Confirm whether the person record is reused and how prior termination history is preserved before entering a rehire event.

For the pilot, choose an employee with a normal departure and one with a change close to the payroll cutoff. Decide who reviews each case and where an exception will be recorded. The team should use the exact same owner for a task in the app and in its operating procedure.

Take a former employee who applies for an open role. Recruiter reviews the application and offer against the requisition. HR Business Partner checks the old employee status and history. When the hire is accepted, the team records the new effective event while retaining the prior termination and checklist history.

Ask the next owner to open the record without relying on a separate message. They should see the relevant employee, dates, current status and who completed or still owns the work. If they cannot make the next decision from those records, improve the task description or review rule before expanding use.

• Open requisitions — Review approved and open roles before a former employee returns to the hiring pipeline.
• Employment changes — Open the relevant records and review the current result.

See employee departure, payroll review and implementation for the handoffs around this module.