It was a hugely disappointing effort and result for Hurricanes coach Chris Boyd.Boyd said he realised after about three minutes of play game that his side had not turned up, which was disappointing because he they had been working towards the game for a long time.”In the period of time that I’ve been coaching here I don’t think I’ve ever been involved in a game where we’ve prepared so well and delivered so little.””We’d been preparing to play the Bulls at altitude here since November 25th because we knew what we were faced with, basically we ran out of legs again at altitude very quickly and were unable to put our game together offensively or defensively.”The hosts provided an early-season fillip for new coach John Mitchell and for South African rugby with a bright performance against the rusty-looking Hurricanes, who trailed 16-12 at halftime.A 72nd-minute try to Bulls prop Pierre Schoeman proved the match-winner in a close affair, with both sides crossing three times.Earlier, it had appeared All Blacks playmaker and World Rugby Player of the Year Barrett would swing the momentum when he crossed moments after coming off the bench.Without any pre-season rugby under his belt, Barrett latched onto a TJ Perenara cross-kick to score with his first competitive touch of 2018 and put the visitors ahead 19-16.In the process he became the fourth player in Super Rugby history to score 1000 points.But Bulls five-eighth Handre Pollard charged down a chip from opposite Ihaia West to spark a sweeping move which resulted in Schoeman’s try.Pollard’s two penalties were important in putting his team in front in the first spell.They scored early through winger Johnny Kotze but the Hurricanes replied through hooker Ricky Riccitelli from a line-out drive and winger Wes Goosen from a chip and chase.The Bulls scored the try of the game from inside their own half soon before the break, when Springboks forward Lood de Jager galloped over after a bust and loping run from fellow-lock RG Snyman.That try came when the hosts were reduced to 14 men, with Schoeman shown a yellow card for a high shot.The Hurricanes’ fitness levels appeared to lag in the thin air, with their error count and concession of penalties problematic in the second spell.They were outpointed in areas they would normally expect to shade the youthful Bulls side, such as running metres and offloads, leaving room for improvement ahead of next week’s clash with the Jaguares in Buenos Aires.Prop Toby Smith and wing Wes Goosen are the main injury concerns for the Hurricanes.
Not burning a bridge is taking on new meaning in the current job market as many companies are welcoming back former employees with open arms.With skill shortages and talent wars breaking out in many industries, companies are forced to overhaul their thinking.Consider this: a new survey of 1,800 human resources professionals by WorkplaceTrends.com and Kronos found that while close to half of respondents said they had a policy against rehiring former employees, 76% say they are more accepting of hiring boomerang employees today. Managers are on the same page, with close to two-thirds saying they would be more willing to bring back former colleagues. “There’s a new perspective,” among hiring managers, says Dan Schawbel, founder of WorkplaceTrends.com. “Companies realize that when hiring boomerang employees they get up to speed quicker.”While that’s good news for people wanting to get their old job back, it means increased competition for job seekers, even as the employment market continues to improve. According to the survey in the past five years, 81% of HR professionals said they received job applications from ex-employees. Of those, 40% said their company hired half of the former employees who applied. What’s more, greater than half of HR professionals and managers said they give high or very high priority to former employees that left professionally and amicably. For job seekers, their boomerang competition is going to come largely from millennials, based on WorkplaceTrends.com and Kronos’ survey, which found that 46% of millennials would consider going back to a former employer. That compares to 33% of Generation Xers and 29% of baby boomers.Increased competition when searching for a job is never good, but for those who are currently employed, this shift in thinking bodes well for their future employability. “Going back a few years, employers looked at the workforce in a broad way as opposed to person by person,” says Kronos Chief People Officer, Dave Almeda. “A growing understanding of individuals skills, talents and contribution in tough times,” is driving this. When times are good and companies are in hiring mode, they may not notice the slacker employee or the over achiever. But if a company is forced to do more with less, it will quickly see who is valuable to an organization and who isn’t.For employees who shine within an organization, the change in mindset means if they leave and want to come back it won’t be so hard. “High performing employees are going to be in good shape to approach the company when they to go back,” says Almeda. But for those that may have been less than productive or disruptive, the chances of getting hired back are going to be slim. Because of that, employees have to make sure they are behaving on the job and not burning a bridge by fighting with co-workers or supervisors, not meeting requirements and jumping ship in too short of a period of time.Having options when someone is looking for new employment is an enviable position to be in but in order to get there, employees have to make sure they are keeping in touch with their former colleagues and bosses. Thanks to the proliferation of social networks, both personal and professional, anyone who left a job in good standing will want to make sure they keep in touch. Making connections with ex-workers on LinkedIn and staying on top of what the company is up to will go a long way in helping if someone does decide to go back. After all a lot of the people who get hired come from referrals and if it’s from a current employee about a former one that’s even stronger.Ultimately how someone conducts themselves on the job will mean the difference between getting hired back and getting a rejection letter in the mail. Since millennials are the most likely to job hop and come back, making an impact before moving on to greener pastures is important for boomeranging. “Boomerang employment is not an entitlement,” says Almeda. “There is a minimum set of requirements that the employees need to meet. You have to have the right relationship with the company. It can’t be a short stop over.”