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I do not agree with you because what are the causes and why do you fire. I think, if he or she does anything wrong doing that would be treated by HR policy.
May not be the best choice.
Why not?If the reason you fired him wasnt his fault,I would hire him again.You dont need to explain and learn him again how the company works,introducing him to the customers and so on.
DEPENDS ON VARIOUS FACTORS ============= OTHERWISE ONCE GONE , NEVER CALL HIM FROM BEHIND ,,,,,,,,,,,,,,,,,,GOOD DAY
Well it Depend upon the Reason to terminate the employee, about ''Exit interview''
If you fire him/her with some legal voilance of Hr rules like thef, strike. so i sonot think Hr manager again make a mistake to Rehire.
Normally Hr did not rehire the emplyee, because before the final decision , they think10 times, i believe it is not easy decision for Hr department to fire any employee reason is they donot want to spent more hr cost and time to hire another human resource.
That Depends---Many External Reasons need be cared to--Backgrounds of the person--legal judgements on the issue--Social status of the employer etc.. Generally this is not advisable
In some case you can re-hire a resigned employee, but fired ones, NO. How will your employees look at him? Will they repect him? If he was fired for steeling, will they trust him?
Even if you are sure that the reason for firing him in the past does not exist anymore, but he may cause an instability in the team.
No, I will not do. What is the guarantee of him staying longer after we re-hire? Irrespective of the reason for him to leave, I will not re-hire him...
Rehiring a fired employee is the last option irrespective of the reason. Employee terminated on grounds of external legal disputes can be rehired if proven not guilty by the court, however majority involuntary terminations are due to reasons like non-performance, non-compliance, incorrect records etc. They can be rehired provided that
1. ample time he has spend in gaining experience elsewhere in the industry (like2 years or more) and that
2. there is critical requirement in your organization.
The entire recruitment process needs to be followed to ensure improvements in the ex-employee. Offer cannot be rolled out without proper interview and verifications even if employee previously worked in your organization and is aware of the work culture.
Re-hiring a former employee who was terminated (on whatever grounds) may be the last desparate resort in getting the position filled. There will be hundreds of other applicants to choose from, make sure you exhaust all your resources first before resorting to re-hiring of a former employee. And who knows, whatever reason he/she may have on why he/she got terminated will still put him/her in a position of reasonable doubt even if the reason for his/her termination was positive(got laid off)
I would also say NO, it can happen only as last option.
