Work is work – even if it’s a paycheck from people who pushed you out the door  just months ago.

More workers are hearing “You’re rehired” these days, from employers eager to rebuild their ranks and bring in proven talent. So if you’re looking for your next gig you may want to look back at your last two gigs.

Among those laid off and back to work in the last six months, 57 percent boomeranged back to their former boss or workplace, CareerBuilder reports.

More than two-thirds of those still looking for jobs said they’re willing to be rehired by a former boss, though one in five say they’d return only if offered more money than before.

Despite such aspirations, not every employer will welcome back laid off staff with gusto – and some have policies or practices that prohibit their return. Others may bring back some staff, but others are less welcome, either because of their work history or the way they departed.

Because of lawyers and legal restrictions, some employers are unwilling to give a direct answer to the question – “Am I eligible for rehire?” said David Miles, managing partner of  The Miles Lehane Companies / OI Partners.  His firm offers career transition and coaching services from its headquarters in Leesburg, Va.

Still, the candidate must ask the question and  carefully watch the response. Enthusiasm means you’re more likely to see doors open while a “send us your information” or other basic reply that any candidate would receive may indicate you’re not eligible or not really welcome, Miles suggests.

If you’re intent on a return gig, here’s five tips for getting rehired from Miles and me:

1.  REVIEW YOUR REVIEW. Pull out your last performance appraisal and notes from your boss. They will give you a sense of how you were judged. You may have made lots of progress on arriving to work on time or shushing your sassy mouth since that review was written, but the record of it will still be reviewed. Even if your boss left the organization after you did, your employee file sleeps somewhere in Human Resources and someone will wake it up.

2.  STAY IN TOUCH. ” Chances of being rehired improve when the individual has maintained an ongoing but positive communications with the company,” Miles said. The best approach may be this: “sometime shortly after all the paperwork is signed off at termination, a person should write a a positive note to HR and/or their supervisor thanking them for the departure package and expressing a desire for rehire if the situation turns around.” Then touch base every month or so, inquiring about career possibilities and expressing a zeal to work there again.

3.  BUILD YOUR TALENTS. Ramp up  volunteering and educational opportunities – and if there are areas that you know your boss thought needed work, spend some time there. Consult. Mentor someone. Learn to tango or Twitter. Make sure you stay current in your field through a professional association, contract work or other ways. Said Miles: “This is a real big one.  If a rehire candidate can not speak to why are they viable today, they will have a problem returning to the position.”

4.  GROW YOUR NETWORK. Make yourself known to the new executives by a volunteer leadership role in a trade organization or by sending some market research or ideas for strengthening the brand. Take a short-term contract assignment at your former employer – especially if it puts you in front of new managers.

Show up at the happy hour your team frequents occasionally – but only arrive when you feel confident and upbeat about yourself. Check in with contractors, retirees who still consult with the organization and interns you hired.  If it seems appropriate, show up at company open houses or annual meetings – and call yourself a proud alumni. Introduce yourself to brass in other departments – often you may land a second chance in a different area than where you worked previously.

5.  EXPRESS EAGERNESS. ” Do verbalize your passion for what you do and how the absence focused you more on how much you enjoy your professional area,” said Miles, who has worked in career arena for decades.  Wear the company T-shirt to charity fundraisers or races. You may even want to develop an elevator pitch that is promote yourself as an adjunct member of the team or someone who’s sitting on the sidelines ready to be called back to the game.  Prepare for the  interview, addressing your reason for returning and what advancements you’ve made in the months you’ve been away. Express some empathy for the company and its managers who also suffered from the downsizings, Miles said. “This rehire interview is really critical, so practice for it.”

About half of all employers at least occasionally rehire former staffers, OI Partners research last fall shows. The main reasons for re-recruiting people let go: They have demonstrated skills and they know the organization’s culture. Many think it’s less risky than hiring new staff.

One-fifth of employers say they never rehire laid off crew, and 29 percent rarely do – among those unlikely to encourage boomeranging are government agencies and health care.

What won’t work for a return engagement?  If you expressed a lot of anger as you were laid off, that could taint your tracks back. This “depends on what level of anger and how abusive the language was,” Miles said. “Intensity matters here” as does the number of people who knew of your outburst of displeasure.

Other issues could sidetrack your return too, including questions about your ability to change and adapt to a new environment or a leaner, harder working approach.

If you want to check on your reputation and residue, quietly ask a couple of friends at the office if they will recommend you for a job – and what hesitations they have in doing so.  Be clear you want their candid feedback as well as their support in returning. Ask only those who you are certain have strong standing and careers themselves. It does no good to be endorsed by someone whose future or judgment is questionable.

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Read the CareerBuilder.com media release on returning to an old employer here.

ABC News’ columnist Michelle Goodman has a piece on going back to your former employer.

To learn more about David Miles and his company, check the corporate website here.