What is a returnship?
Skills shortages often leave employers exploring new techniques to meet their hiring needs. One stand-out option that has increased in popularity in recent years is returnships.
Talented and experienced professionals leave the workforce every year for numerous reasons. Some to raise children, care for sick or elderly family members, or recover from illness, while others choose to take a career break or retire. As the circumstances of these individuals change, some may be open to a return to the workforce.
Understandably, employers may be reluctant to hire individuals who have a significant amount of time out of work. Those who do run the risk of missing out on a large talent pool of qualified candidates who possess many of the technical skills required in the workplace.
In this article, we’re looking at returner programs, often known as returnships, which many organisations offer to get people back into the workforce. This includes the benefits of a return to work program and the steps you can follow to successfully implement one.
What are returnships?
A returnship is essentially a high-level internship for workers who have taken an extended break from the workforce.
Returnships are professionally paid and usually utilise short-term contracts. During this time participants can learn new skills, enhance their experience and expand their professional network, while employers can benefit from capable and highly motivated employees.
Typically, the recruitment process underestimates the capabilities of these workers due to the gap in their work history, often forcing them into positions below their skill level, with 3 in 5 women returning to work in lower-skilled jobs after a career break.
By providing a returnship opportunity, employers can bring these people back into the workforce in positions that better fit with their professional experience.
The importance of returnships
Unfortunately, candidates who have a gap in their work history are often overlooked in favour of those who don’t. The result is that organisations miss out on candidates who could otherwise be a good fit.
With women comprising 89% of the 2.1 million people out of the labour market caring for their home or family members, overlooking those currently out of work also means employers miss out on the skills, perspectives and experience women returners have to offer.
By offering returnships, organisations can bridge this gap and bring more people back into the workforce.
The benefits of returnships
While a returnship program is a great way for jobseekers to find their way back into full-time employment after a career break, returnships offer a considerable number of benefits to employers, including:
- Access to high-calibre candidates: A returnship offers employers access to experienced jobseekers with valuable skills and expertise. These candidates can quickly adapt to their roles, providing organisations with a pool of capable individuals who bring with them the potential for fresh ideas and innovation.
- Increased diversity and inclusion Research from McKinsey shows that workforce diversity can help improve performance and profitability. Bringing onboard returners, who are disproportionately likely to be women, widens an organisation’s talent pool, allowing them to foster a more inclusive culture and leverage the benefits that come with it.
- Positive employer branding: Successful returnships can form part of an attractive employee value proposition (EVP) for returners who feel overlooked and underappreciated during their job search. It can also signal to all workers that a career break is manageable, boosting employee engagement and loyalty in the process.
- Tackling skills shortages: By tapping into underutilised pools of talent, a returnship gives employers access to candidates with the essential skills they in an ever-evolving world of work. Furthermore, employers can access these skills without implementing extensive learning, development and upskilling programs among their existing workforce.
Creating a returnship program
Now we’ve outlined what a returnship is and the benefits of offering them, let’s take a look at the steps required to build a successful returner program in your organisation.
1. Determine the requirements and logistics
At the outset, it’s crucial to outline who the program is for. These are usually designed for those who have stepped away from work for more than a year, but organisations can set their own requirements, such as being out of work for five or even ten years.
Organisations also have to determine which type of returnship they want to offer (and if will offer full-time roles or part-time). The two main types are cohort-style returnships and rolling returnships:
- A cohort-style returnship is where an organisation hires a group of returners that start on the same day. The cohort often goes through the program together, and at the end the employers and returners decide if there is a mutual interest in moving forward with full-time employment.
- A rolling returnship is when an organisation opens up positions for returners as they become available, hiring returners individually after going through the interview process.
Employers will also need to determine how long their program will last. This will vary, but commonly go on for between 12 and 16 weeks at a time.
2. Create optimised job descriptions
After it has been determined which departments are participating in the returnship programs, employers need to create job descriptions that specify the role alongside the responsibilities and requirements that come with it.
This should include a paragraph that introduces the program, making it clear what is on offer and the individuals you’re looking for. This is also an opportunity to highlight the support available to candidates as they reintegrate back into the workplace.
3. Advertise the returnship
With the logistics and requirements laid out, it’s time to advertise the program to entice jobseekers to apply. This can be done by posting the opportunity to your site, on social media and by working with partners like Totaljobs.
Employers can look to extend their reach by:
- Reaching out to former employees who have taken a career break
- Implementing an employee referral scheme
4. Shortlist, evaluate and interview candidates
The next stage is the recruitment of returners, beginning with the screening of candidates’ CVs to determine if they have the skills and experience necessary.
Once applicants have been evaluated and shortlisted, it’s time to move on to interviewing. This will be much the same as any other interview, however, it may be worth asking the candidates additional interview questions specific to the program, such as:
- Why do you think your previous work experience would make you successful in this role?
- What interests you about our organisation and this role in particular?
- What is it that you hope to gain by taking part in the returnship?
5. Launch the program
After the candidate has been selected and an offer made, it’s time for the returnship to begin. To make the process smooth and seamless, employers should consider:
- A comprehensive onboarding process, including introductions to the team and any other new starters, an office tour and an overview of the program
- Offering opportunities for workers who have been out of the workforce for an extended period to build back their professional networks and learn from colleagues
- Providing training so participants have the support they need to be successful
Leveraging returnships to attract skilled workers
Returnships are designed to reintegrate experienced professionals into the workforce, particularly addressing the needs of working parents. In a landscape where 19% of working mothers contemplate leaving their jobs due to inadequate childcare support, returnship programs can be a lifeline for parents looking to reignite their careers after taking a break to care for their families.
For employers, returnships present a strategic means to harness the skills and expertise of professionals who have temporarily stepped away from work. This ensures that the talents, experience, and untapped potential of these individuals do not go to waste.
In essence, returnships create a mutually beneficial scenario for both employers and employees. They offer individuals who have taken a career break the opportunity to reignite their professional journeys. Simultaneously, they provide employers with a pathway to bridge skill gaps, enhance diversity, and demonstrate their unwavering commitment to inclusivity.