Hiring Returners requires a unique process and a very specific type of job description in order to persuade this unique talent pool to apply.

Deciding on the roles to include in your Returnship Program is no easy task. It takes some serious thought and consideration. Things you will want to think about when deciding include the hiring manager for the role, gender diversity within the department, ramp-up time needed, and required skills for the role.

At Women Back to Work, we have partnered with many leading employers across the US to implement full-service, high-touch Returnship programs. And the impact these programs have had on our partner companies, as well as the Returner community, has been nothing short of extraordinary.

Hiring individuals who have taken a career break requires a unique sourcing and screening process. But once you find a returner who is a fit for a role, should you hire them as a direct/permanent employee, or is it better to hire them as contractor/contingent workers?

Creating and implementing a Returnship Program is a significant undertaking and requires some initial planning to make sure it goes well.

Employees like to work for companies that provide programs and resources that support their needs and facilitate growth and success. Research also shows that younger employees want to work for companies that demonstrate a sense of community and global responsibility.

The result of a properly executed Returnship program is Returners, who are mostly women, entering back into the workforce at the same level where they left. This means more women managers, more women in leadership roles, and more women executives.

there is no professional content that is more compelling and emotionally engaging than a story about an individual who took time off to care for their children, nurse an ailing family member, or possibly recover from an illness themselves, only to will their way back into the workforce and succeed. Often against incredibly daunting odds.

Returners are a scrappy, determined talent pool that must overcome tremendous odds simply to land an interview. And once they land a job, we have seen time and time again that they perform to the highest of levels. They have worked significantly harder than other “standard” candidates to get the job and fully understand that they will need to perform at a high level to prove themselves. The result is a highly motivated and hardworking group that has unmatched drive and work ethic.

Hiring is an imperfect, expensive undertaking that companies struggle to get right even in the most perfect of situations. Lots of applicants, a thorough interviewing and screening process, and comprehensive background checks offer no guarantees. So, it’s no wonder that a candidate with a gap in their resume, or a Returner, draws significant red flags.