Dive Brief:

• When it comes to talent searching, employers should not forget to look inward, according to an article at the Harvard Business Review.
• What the article means is employers should revisit what it calls "regrettable losses," or high performers who've left the organization to go on career break or for any number of reasons.
• According to the article, a "regrettable loss" should be considered a great talent resource because high performers are "proven talent," and already know the employer and the work.

Dive Insight:

The HBR article cites exit interviews and post-employment follow-up as prime methods in boosting the chances that an employer can re-hire a former employee.

Bottom line, a well-executed exit interview gives employers the chance to let the departing employee know that good feelings from the company won't end and the employer "remains invested."

The article then goes on to spell out some steps employers can take to improve their exit interview process, including a clear statement that the employer would like first dibs with a departing high-potential employee if they decide to rejoin the workforce at a future date. Another idea is assigning an alumni relationship contact, so the departing person doesn't fall through the cracks.