Non-Rehireable Meaning- What To Do?

Non-Rehireable Meaning

Interviews are hectic for both the candidates and the interviewers as well. The candidates naturally don’t want to put a bad impression on the organization. But the possibility of having a bad experience cannot be avoided. The topic is ‘Non-Rehireable Meaning’.

Here comes the concept of being Non-rehireable.

Meaning Of Being Non-Rehireable

Sometimes, a company may not wish to rehire a former employee. The label of being Non-Rehireable or Unregretted Attrition (UA) is put on such an employee. This is recorded in the employment file while the employee’s former manager, recruiters, and the Human Resources (HR) department know about this. These labels are not maintained by law. So, the companies are free to maintain such records flexibly.

Reasons For Being Non-Rehireable

  1. The candidate broke the organization’s trust.
  2. The candidate was terminated for some illegal activity.
  3. The resignation was a part of mutual agreement and thus, the candidate cannot be hired again.
  4. He/she was a part of some discriminatory practices.
  5. The candidate was fired for long-term underperformance.
  6. If the candidate claimed a manager in the company for harassment, the manager can put the candidate’s name in the non-hireable list.
  7. The candidate was not present on the first day.
  8. He/she had quit without a notice period or during the probationary period.
  9. Incomplete or fake documents were provided to the company.
  10. The candidate took much more leaves than allowed or used to come late for work too often.
  11. Several issues related to wages and fellow employees were brought by the former employee.
  12. The candidate had kept the company’s property or surrendered it to the wrong person on the last day of the job.
  13. The candidate posed a threat to the company.

Steps To Be Taken By The Employers

Some companies don’t allow the rehiring whereas, some companies may not want to hire a specific former employee due to certain reasons. It is the company’s choice. In such a case, the employers can calmly explain to the candidate about his/her rejection for rehiring.

In case of rehiring, the employers should follow these points:

  1. Set Clear Expectations

The organization should clearly explain the duties expected to be performed by the candidate.

  1. Understand the reasons for leaving a job

Employers should listen to the reasons a candidate has for leaving a job and the reasons for terminating an employee. The employers will ask related questions and hire the candidates carefully in the future.

  1. Create the rules related to rehiring

The employers should first make a set of rules to avoid partiality among the new and returning candidates. These rules should be stated clearly in a written format. Many organizations already have a pre-defined set of rules.

Steps To Be Taken By The Candidate

  1. Don’t panic:
  • The hiring managers and the HRs don’t usually refer the candidates negatively unless the reason for parting ways was too extreme.
  • They will just mention that a candidate is ineligible for getting rehired.
  • If the former employee applies for the job again in the same company, the employer may call the former employee to discuss the same. This will be an opportunity for the candidate to convince the employer.
  1. Proper communication is entailed:
  • The candidate shouldn’t let another individual speak for him/her as the third person may spoil an opportunity that could be grabbed if the candidate had spoken convincingly.
  • A positive, honest, and convincing communication with the employer may improve the chances of getting rehired though it doesn’t ensure the hiring.
  • The candidate has to apply for the job as usual but has to mention that he/she wants to get rehired in an updated resume, CV, and/or personal interview.
  1. Avoidance of over-communication:
  • The honesty of the candidate may get appreciated but the communication should be honest, convincing, and concise.
  • The candidates are not advised to share their personal health information if it was not related to the termination of the candidate from the same organization.
  • Such information should only be shared if it is related to the job. For example, if a candidate wants to get rehired in a hospital, he/she can share the experiences related to his/her accidents or health issues.
  • Also, it won’t put an impact if the candidate blames others for his exit from the company.
  1. No long stories:
  • The explanations should be short and convincing. Telling long stories and minute details may make the candidate look immature or desperate and bore the employers.
  • The candidates should just mention what happened at that time and how it affected his/her life after that.
  1. A strong reference:
  • The candidate may search for a strong reference from another company where he/she was working till now or a strong reference from the same company where he/she wants to get rehired.
  • This method is too hard because those strong references may have a fear of getting trapped in unnecessary legal stuff or misuse of their reference.

6. Informing The Current Employer In Advance About The Situation:

  • The company may ask the candidate to provide the contact details of the employer he/she worked with after leaving it.
  • Thus, the candidate has to inform the current employer well in advance about the situation. The employer should be chosen such that he/she will prove to be an advantage for getting rehired.

Some Tactics To Get Out Of A Non-Rehireable List

  • The former employee may have to wait for years before applying again to let the management change over these years. One can call the new HR manager to change the status.
  • A strong recommendation may work here. The candidate should be in contact with someone currently working in the company the candidate has applied in. The currently working employee can recommend the name of the candidate to the HR department.
  • This time, the candidate can apply for a different position at another department or location.

Advantages Of Rehiring

  • Employee turnovers cost a lot because the new employees will have to undergo training and speed up. It will take some time for both the organization and the employee to get committed towards each other.
  • A rehired employee already knows much about the organization, its products, services, and vice versa.
  • Rehiring can help an organization to bring back a deserving employee with new experiences.
  • The former employee knows that the employer may not trust him/her easily this time. So, he/she may decide to give his/her best this time to gain back the employer’s trust.

However, it depends on how long was the previous employee away from the company, or the reasons for that employee to get out of the organization.

Disadvantages Of Rehiring

  • The returning employee may have high salary expectations this time.
  • The unaddressed issues of the former employee with the other employees from the organization may rise. 
  • The former employee had already gone through the exit process. So, he/she can leave the job again anytime with great comfort.

Conclusion

The label of being non-rehireable doesn’t end the career of a former employee. The candidate can effectively communicate with the employers or go to another company to be a new employee. The companies have a right to terminate an employee as non-rehireable if they have genuine reasons. However, the reasons must be shared with that employee, and the employee has to take a lesson from this. 

Frequently Asked Questions

  1. Will The Non Rehireable Label Affect The Opportunities For The Candidate In Other Organizations.

Answer:

Yes, it may. The case differs according to the company. Some companies may do a background check of the candidate privately, some companies may ask the candidate directly, and some companies won’t even bother about that. Some don’t rehire the employees at all (if it is their policy). If the new company is interested in knowing the hiring status of the candidate, it may ask for more details to decide whether to hire the candidate, or it may reject directly. The decision of the new company may also depend on the urgency or position of the job the candidate has applied for.

  1. What Are The Chances Of A Terminated Employee Getting Rehired?

Answer:

The truth is, there are negligible chances of a terminated employee getting rehired. The remaining chances depend upon the reason for termination, the position the former employee has applied for, urgency, and strong recommendation along with a good performance in the hiring (or rehiring) process.

  1. After How Many Days Can A Terminated Employee Apply To Get Rehired?

Answer:

It depends on the reason for getting fired and the company policy. A formal employee has to contact the HR department to know whether he/she is eligible to get rehired. Some companies allow the terminated candidates to reapply after 90 days since the end of their employment. In case of wrongful termination, the employee can be hired again according to the orders of the court.

  1. What Are Some Reasons To Leave The Job?

Answer:

  1. If the company is going through a financial crisis, it may end up laying off unnecessary workers, a salary freeze, or a salary cut. Even the existing workers may leave the job and find another due to the low payment.
  2. Career change is another reason. The employees may opt to change their career paths and join another company.
  3. The employees may wish to have professional development by joining large teams and different departments in another company.
  4. They may get shifted or they may wish to live with their families located far away thus making them join another company.
Non-Rehireable Meaning- What To Do?

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