This Reminds Recurring

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This question is especially important if the reincorporation involves new technologies. It is also necessary to take into account how the dismissal process was (fluid, with lawsuits or a quick agreement was reached, etc.) and how he coped with the subsequent time (he remained unemployed, found another job, etc.). It is possible, if the subsequent situation was complicated, that the former worker does not have a good opinion of the company.

That fired him. It is necessary to communicate to the former worker what has changed in the company and in what economic situation it is; If, for example, there used to be a free childcare service or lunch vouchers and moible number data these facilities no longer exist, it is necessary to let them know. Test what feelings the former worker provokes the possibility of returning to his old job. Is it a real wish? Does it motivate you? Does it show desire and illusion.



Is he really interested in returning to his old duties? You have to make sure of the reasons why the worker was fired (or for the reasons that he left the company). The true reasons are not always reflected in a dismissal file. Do not lose sight of the objectives of the company; Do not fall into the mistake of rehiring that solves the issue of time because it is easier and faster if the former worker is not exactly what the company needs.