Deciphering the Returnship Concept
A returnship, often termed a return-to-work initiative, parallels the structure of an internship, designed to reintegrate individuals who have taken hiatuses from their careers for various reasons. While encompassing both genders, it predominantly involves seasoned female professionals who paused their careers to prioritize caregiving responsibilities or family commitments. These professionals, known as ‘Returners,’ represent a diverse pool.
The essence of a returnship is to appropriately position Returners in roles aligned with their expertise and offer fair compensation. Conventional recruitment methods often fail to recognize their competencies, resulting in these individuals, largely women, being overlooked or placed in roles below their actual skill level.
Moreover, returnship programs encompass supplementary training, guidance, and mentorship, aiding Returners in readjusting to the workplace and honing any skills, including soft skills, that might need polishing post-career breaks.
Why do Returnships Matter ?
In many cases, the recruitment process within companies tends to undervalue candidates who’ve experienced career gaps. Whether by design or due to inherent biases in recruitment technologies like Applicant Tracking Systems (ATS), companies miss out on exceptional talent. This oversight particularly impacts Returners, often comprising women.
Returnship programs are designed to rectify this imbalance and close the talent gap within organizations.”
Unlocking the Returnship Advantage
At Rise Again, we’re strong advocates of the notion that doing good not only benefits society but also makes excellent business sense. Below, we delve into the concrete values and advantages that come with establishing a Return-to-Work initiative within your company.”
Discovering Hidden Talent
Unleashing an untapped talent pool is the cornerstone of any exceptional returnship program. Most traditional recruitment processes overlook individuals with career gaps, leaving a treasure trove of seasoned professionals unnoticed. Returnship initiatives act as the bridge, welcoming back highly experienced individuals whose potential was often overshadowed due to past employment gaps.
Fostering Diversity
The strategic embrace of diversity is a catalyst for organizational brilliance. Studies unequivocally show that diverse teams yield innovative solutions, fortify organizational resilience, and consistently outperform their homogenous counterparts. Engaging in returnship programs facilitates the reintegration of skilled female professionals, fortifying an organization's diversity quotient.
Empowering Female Talent
A substantial proportion of returners are women. Research underscores that women tend to seek roles where they feel they're a near-perfect match, whereas men are more open to opportunities that moderately match their skill set. This disparity often stems from the perception that women might not be considered for the job. Returnship programs shatter these barriers, signaling a company's earnest commitment to reestablishing women's roles in the workforce.
Elevating Employee Loyalty
An investment in diversity and inclusion communicates an unequivocal message of value to employees. This fosters unwavering loyalty and instills a deep sense of pride in the workplace. Returnship programs consistently rank high among employee-endorsed initiatives.
Enhanced Problem-Solving via Diverse Perspectives
While homogenous teams might swiftly arrive at decisions, their solutions might not always be optimal. Conversely, diverse teams, although they might require additional deliberation, consistently produce innovative and effective solutions. Returners bring diverse life experiences that enrich an organization's problem-solving capabilities.
Cultivating Company Reputation
Being recognized as an employer committed to diversity and inclusion demands innovative programs. Prominent returnship initiatives significantly contribute to this endeavor. Research highlights that job seekers, especially millennials, gravitate towards diverse and inclusive workplaces, thus elevating the employer's reputation.
Mutual Trial Period for Both Parties
The hiring process inherently carries risks. However, a structured returnship, lasting 16, 20, or 24 weeks, significantly mitigates these risks. It allows both the returner and the company to evaluate the role, cultural fit, and mutual aspirations before committing to long-term employment.
Exceptional Success Rate in Hires
Well-executed returnship programs yield a remarkable 85% success rate in hiring upon completion. Returners are consistently acknowledged for their unparalleled dedication and work ethic.
Inspirational and Impactful Social Content
Returnship success stories resonate deeply and serve as compelling social media content that triggers emotions and establishes connections with audiences. Stories of perseverance and triumph against career odds make for captivating content.
Blueprint for a Successful Returnship Journey
Setting the Foundation Commence by assessing the organization’s readiness and enthusiasm for a returnship program. Collaboration from various departments, including Talent Acquisition, departmental heads, MSP (if applicable), hiring managers, Human Resources, and contingent workforce leaders, is imperative.
Strategic Employment Models Different employment models cater to engaging returners: Contract/Temporary Engagement: Hiring returners as contract workers allows for swift evaluation and potential conversion to permanent roles based on performance.
Direct Hiring: Directly hiring returners demonstrates a long-term commitment, fostering a sense of pride and commitment.
Hybrid Approaches: Combining both contract and direct hires offers flexibility in returnship programs.
Tailoring Benefit Packages Decide on benefits offered, aligning with employment status to meet returners’ needs and expectations effectively.
Branding the Returnship Experience
Craft a distinctive and company-associated name for the returnship program, establishing a compelling brand identity.
Strategizing Role Allocation Strategically assign roles to the returner cohort, prioritizing diversity and departmental needs for seamless integration.
Optimizing Job Descriptions Customize job descriptions for returnship opportunities to encourage applications, highlight the program’s welcoming approach to resume gaps, and emphasize additional support for returners.
Specialized Recruitment Strategies Returners require specialized recruitment processes; ensure the organization possesses the expertise to source, screen, and hire these candidates effectively.
Program Duration and Comprehensive Training Returnship durations vary based on cohort size, role complexity, and organizational resources. Rigorous training encompassing job-specific tasks, office conduct, and soft skills is integral to their success.
