Transforming Talent Acquisition: Our Returnship Initiatives
Our innovative returnship programs are revolutionizing the approach to talent recruitment. These initiatives empower leaders to enhance diversity within their organizations while aligning with strategic business objectives, all by tapping into a pool of highly skilled technical professionals who are returning to the workforce.
By leveraging these initiatives, companies can access a unique talent pool that is traditionally underrepresented in conventional hiring pipelines. These programs not only reshape the talent landscape but also create a win-win scenario for both organizations and experienced individuals re-entering the workforce.
Through our returnship programs, we bridge the gap between exceptional, experienced professionals and the companies seeking their expertise. This transformative approach offers a powerful solution for companies aiming to enrich their workforce and meet their business goals, all while fostering an inclusive and dynamic workplace.
Join us in reimagining talent acquisition and empowering highly qualified technical individuals as they return to the professional sphere. Together, we are reshaping the future of hiring.
Thriving in the New Workforce Landscape
The term ‘workforce’ has traditionally evoked images of direct employees, but its definition has undergone a profound transformation. Recent research reveals that more than 40% of the U.S. workforce is now engaged in non-traditional employment arrangements, including temporary, part-time, contract, and project-based roles.
Contingent workers have assumed strategic positions within organizations, steering their career trajectories with increasing authority. Temporary employees often serve as a vital talent pipeline for future contract-to-hire conversions. This accentuates the need for companies to create avenues for the diverse recruitment of contingent and contract workers.
Unlocking the Potential of of Unrecognized Diverse Talent
Women play a vital role in advancing diversity, and one remarkable but often underestimated source of talent lies in women who choose to ‘Return to Work’ after a career hiatus.
These individuals typically take breaks from their careers to care for loved ones, raise children, or for various other personal reasons. Embracing returners into your workforce can significantly enhance gender, age, and racial diversity within your organization. They bring with them a wealth of experience, a strong sense of maturity, and unwavering dedication. Employers frequently discover that returners offer fresh perspectives on problem-solving and situations, contributing to the enrichment of an organization’s cognitive diversity.
Unlocking the Potential of Your Contingent Workforce
Contingent and temporary workers are often brought in for critical projects where they need to hit the ground running. Returners bring a wealth of technical expertise, professional skills, education, and experience, in addition to the new skills they’ve acquired during their career hiatus. What truly sets them apart is their exceptional commitment, unwavering dedication, and a resolute drive to ensure the success of projects and teams.
Through a flexible contingent staffing strategy, you can tap into a talent pool of skilled women who are ready to make their mark in the workforce once again.
Unlocking the Power of Doing Good
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.”
Unlocking Unrecognized Talent
Conventional recruitment practices often sideline candidates with employment gaps, leaving untapped potential on the table. At Rise Again, we're on a mission to provide effortless access to this underutilized source of highly skilled and diverse talent through our Return-to-Work initiatives.
Celebrating Gender Inclusivity
Numerous studies underline the remarkable advantages of gender diversity within organizations. It not only enhances financial prosperity but also fuels creative approaches to business challenges, strengthens workforce resilience, and propels organizations to outperform those lacking in diversity.
Cultivating Employee Commitment
Organizations that dedicate their time and resources to Diversity and Inclusion (D&I) programs send a compelling message: they genuinely value every employee, with a particular focus on women. Our Return-to-Work programs play a crucial role in bolstering employee loyalty, resulting in reduced turnover and enhanced retention rates.
Crafting a Favorable Employer Image
Establishing your organization as a top workplace calls for distinctive and proactive programs that set you apart from the competition. Returnship initiatives can be a valuable component of this strategy. Studies reveal that a significant two-thirds of job seekers place a high value on workplace diversity and inclusivity when assessing potential employers and job opportunities.
Risk Mitigation
While hiring returners may carry certain uncertainties, a well-structured returnship program, whether spanning 16, 20, or 24 weeks, offers a proven method to significantly minimize these uncertainties. Similar to internships, returnships empower both participants and organizations to assess role fit and cultural alignment before making decisions about long-term employment, effectively reducing associated risks.
Enhanced Hiring Success
A well-executed Returnship program leads to a notable increase in the recruitment of top-tier talent. In fact, historical data demonstrates that Returnships have consistently yielded an impressive 85% success rate in securing permanent hires upon program completion. Returners consistently stand out as one of the most dedicated and hardworking professional groups available to employers.
How It Operates
The initial step is to gauge the organization’s interest in establishing a Returnship program. It necessitates a particular mindset and commitment from various departments to bring it to fruition. These departments encompass your Engineering, Information Technology, Business, HR, Talent Acquisition leaders, and hiring managers. Critical decisions related to returnships include:
- Define the employment structure.
- Specify the benefits you wish to provide.
- Identify roles and positions suitable for Returnship candidates.
- Establish the duration of your Returnship program
- Develop a comprehensive training and mentoring framework for returners.
- Craft a distinct branding strategy for your Returnship program.