Talent News Round-Up: Hiring Superstars, Boomerangs, and Walk-In Recruitment
Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent’s CEO, Johnny Campbell’s first-hand takes on these pieces.
- HBR: Hiring superstar performers can backfire if they disrupt teams or fail to replicate past success—nurturing internal talent often works better.
- HR Brew: Boomerang employees made up 35% of March hires, as employers lean on familiar talent in a cautious labor market.
- Freelance Informer: After a cyberattack, M&S revived walk-in recruitment—offering a more inclusive, community-driven hiring approach.
Join us as we explore these pivotal insights and their implications for the future of work.
1. Hiring a Superstar Can Backfire
Source: HBR
Hiring star performers can often backfire, as they may struggle to replicate past success without their former support systems. Such hires can disrupt team dynamics, lower morale, and hinder performance—especially in weaker or declining groups. However, success is more likely when stars join already high-performing teams with other stars. In most cases, nurturing internal talent and retaining existing stars is a more effective strategy than relying on external superstars.
Johnny Campbell’s take on this:
“I love this research and it’s a must read for any aspiring talent advisor. TLDR: don’t let your hiring managers poach a star into a mediocre or underperforming team; it will fail! Stars work best when they are joining similar, or better stars. Use this science backed research to better consult with your business on their talent strategies!“
2. Boomerang Employees Made Up 35% Of All New Hires In March
Source: HR Brew
Boomerang employees—former workers rehired by their old employers—accounted for 35% of new hires in March, per ADP data, marking a record high for that month. Driven by a cautious labor market and limited worker mobility, employers are increasingly turning to familiar talent, especially in sectors needing specialized skills. Boomerang hires are faster and cheaper to onboard, and often combine fresh experience with prior familiarity. Many return seeking renewed growth opportunities after previously leaving for advancement.
Johnny Campbell’s take on this:
“Another great piece for you talent advisors out there: are your hiring managers targeting boomerangs? The “information” sector hired more than 60% boomerangs in March this year! That’s insane. In a tight labour market with record low attrition rates, boomerangs might just prove to be your secret weapon“
3. M&S Walk-In Recruitment Days Post Cyberattack Signal Return to Community-Centred Hiring
Source: Freelance Informer
After an April cyberattack, M&S launched walk-in recruitment days to bypass its downed online portal—an emergency fix that may spark a recruitment revolution. This face-to-face model improves accessibility for digitally excluded groups, boosts workforce diversity, and leverages local knowledge. By eliminating application barriers and embracing community-based hiring, M&S fosters deeper engagement, loyalty, and retention. Though born of necessity, this approach could redefine inclusive, human-first recruitment across the retail sector.
Johnny Campbell’s take on this:
“In a time when everything seems to be “going AI”, its a breath of fresh air to read about old-school walk-in recruiting. Is this a reminder that a good hiring strategy needs to consider multiple ways of hiring? Whilst most hourly hiring is being moved to AI these days, this is a timely reminder that we need to keep investing in low-tech ways to bridge the divide for different candidates.“
