• The war for talent is an important driver for using all the possible leads to talented people.
• Referred candidates are usually pre-screened candidates and fit better to the companies need.
• Modern career management concepts: life time assignments instead of lifetime employment.
• Internet technology enables effectively.

About 25 percent of Ernst & Young LLP's hires at the manager level or above are returning employees or "boomerangs," said Helen Walsh, the firm's director of recruiting and lifelong relationships.
Ernst & Young LLP plans to add about 10,000 new jobs in 2007, about the same as in 2006, says Karen Glover, Americas director, recruiting and lifelong relationships for the New York-based Big Four accounting firm. "Low training costs and low turnover. Those are a couple good reasons to hire them back," he says.
But arms are open only if the employee left on good terms in the first place.
"If the person left because of a cultural fit, personality, style, attitude -- the things that cannot truly be changed, if it wasn't a perfect marriage on day one, it won't be a perfect marriage five years