A returnship is a specially designed programme to support people returning to work after a long break typically 2 years or more, (however some programmes are now open to people who have had just a 1 year career break). They are fully supported to help the returner back to permanent employment. Typically, the programmes are designed for mid-to-senior roles.

There are two types of Returner programme.

A ‘returnship’ is a fixed term contract for experienced hires, with a strong likelihood, but no guarantee, of an ongoing role at the end of the programme, if the placement period goes well for both sides. A cohort of typically between 10 -20 returners are taken through the programme.

A ‘supported hiring’ programme involves hiring individual returners directly into permanent experienced hire roles.

Returners are defined as people with existing work experience who have taken an extended career break typically for 2+ years for parenting, caring, health or other reasons. They either haven’t worked during their career break or done temporary or freelance roles or volunteered.

The answer is yes. The largest ‘brain drain’ of talent from an organisation is from mid to senior female managers who leave work due to the inability to integrate work into their lives (typically due to caring responsibilities). Returnships are a brilliant way to support this talent pool back into the workplace. Also they are a great way to attract talent that has had to leave the work force due to an illness or disability.

They are typically for 6 months but can be as short as 3 months. During that period the returners are provided with on-the-job experience and training, as well as coaching and mentoring. This process ensures that the returnee is fully supported throughout, as well as helping line managers get the best out of their people.

There is no requirement to do so, and the returner may not wish to stay after the programme. But it is in everyone’s interests to encourage this option as much as possible.

Running a Returnship programme is not a ‘tick box exercise’ and to be a success the full buy in from the senior leadership team is essential. You also need the support and buy-in from the other key stakeholders, such as the Hiring Managers and Line Managers.

You need to look at this from both the perspective of the organisation as well as the returnee.

For the organisation it’s best to avoid the busy periods of intense workload and for returners it is best to avoid starting a programme at the beginning of the school holidays.

Popular times to start running a programme tend to be January, June or September, whilst companies who have more experience running them may do so on a rolling basis.

It’s vital that the way in which you promote your Returnship programme is as supportive and informative as possible. As it is highly likely that the returners you are looking to attract are feeling nervous about coming back to work, you should factor in the following:

• Keep the application process simple, make it highly informative and offer sufficient time to apply
• Ensure that you provide sufficient training pre and during the programme as well as afterwards.

In the past they have been. We would however strongly recommend that, to attract the best talent, you structure the programme so that the returners can work flexibly. The key to remember here is that they haven’t worked for an extended period, so supporting them to work flexibly is a brilliant way for the returner to integrate work into their lives in a manner that suits both parties.

Yes, they can and very successfully too. A lot of returners prefer to work for SMEs. Therefore offering a returnship programme is a brilliant way to attract and hire highly experienced talent that could be a major asset to your company.

We'd be delighted to help you do this. Please contact us and we will be in touch to arrange a call.