I had a hiring official call me back on a marketing call to discuss a position that was going to be created in his group just six months after his company had had layoffs and he himself had to let one of his team members go. Unfortunately he told me he wasn’t going to be able to use my services to fill the position, and not for a typical reason like no funding for recruiters fees, but because he was bringing the team member he had let go back in as a contractor.

Sure you’re thinking that why wouldn’t a company bring back a former employee if they were still available? In reality there are many reasons…they were the weak link on the team, the skills needed now no longer match those of the departed and finally more often than not because they got an employment divorce. As we all know divorce can be emotional and messy and most candidates and companies don’t know how (much less want) to cross the divide created and to do what’s necessary to get back together.

So why does this manager wish to do so? Because even though the employee had been an employee with the company for his entire career (26 years) he didn’t get mad about them letting him go. In fact, he told his boss that he completely understood and that if he was the one making the decision that he’d do the same thing. He then went on to compliment his boss’ work upon his departure to both his boss and the VP above that.

Now I’m sure most people wouldn’t go quite this far and handle their own layoff with the grace of this individual, but it doesn’t mean we all shouldn’t handle the situation better. Especially since you never know when your company might come calling again.

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