The idea of re-recruiting employees who were let go presents itself as an ideal scenario, particularly when recruiting for the same roles they previously held. Additionally, organizations need to ensure that due processes are followed, and it is crucial that employees fully understand the terms and conditions of their re-employment. 

For example, some former employees may assume they can maintain their length of service and associated benefits, even though the new contract starts from the new date of joining.

Moreover, the obvious benefits of this approach include reduced recruitment expenses, fewer training needs, and an existing familiarity with the company culture, rules, and policies. 

Additionally, there is a built-in network and developed team relationships, which can expedite the transition. From an organizational standpoint, there is also a sense of moral right in bringing back valuable employees who lost their jobs through no fault of their own. Furthermore, goodwill resulting from this decision may lead to increased morale and engagement across the employee base.

However, despite these advantages, there are potential drawbacks to consider. For instance, the individual may expect a different compensation package to convince them to return. Moreover, ex-employees may privately harbor resentment toward the management or HR personnel responsible for their original dismissal, which could impact future work and relationships. 

Additionally, organizations may have undergone significant changes to survive, meaning that rehiring a former employee may no longer provide the needed skillset or the right cultural fit. In some cases, they may bring outdated ways of working, which could hinder team performance. Therefore, while re-recruiting offers many advantages, organizations must carefully evaluate the potential challenges.