As I’m sure you know, I’m fairly evangelical about the potential benefits to businesses and individuals of returnships – we have so many great case stories* of women getting back into great jobs this way. However I also recognise that they’re not perfect (we’ve been working through many of the teething issues with organisations over the last 3 years) and that they’re not for everyone. So this post is to help those of you wondering …
Answer these 6 questions to find out:
Q1: Have you had a career break from your professional career for over 2 years?
YES: Go to Q2
NO: For most programmes there’s a minimum of a 2 year break (sometimes 18 months). If you’re looking for another job after redundancy, statutory maternity leave or a shorter sabbatical, focus on direct hire roles instead as you shouldn’t need the support package provided through a returnship. If you’re finding it hard to get a permanent role, even with a short break, also consider stepping stone roles such as interim, maternity covers, temp and contract work.
Q2: Are you looking for a complete career change?
NO: If you’d like to use your existing/transferable skills and experience, in the same or a different sector, go to Q3.
YES: A returnship can work for career shifters (into a new sector or using transferable skills) but isn’t aimed at complete career changers. Look instead at study routes, strategic volunteering (or ‘work experience’) in your chosen sector, and at retraining programmes such as those listed here.
Q3: Are you confident that you can get directly into a permanent role via standard recruitment routes?
NO: Go to Q4
YES: If you like the idea of a trial period in a new sector, or a chance to test out whether it’s the right time to return, go to Q4. If you would value the support offered on a returnship, look at Supported Hiring returner programmes (into permanent roles) and corporate returner events, or consider funding your own returner coaching. If you don’t see any challenges with getting a permanent role, you don’t need a returnship!
Q4: Can you be flexible on flexibility of hours/location?
YES: Go to Q5
NO: If you have strict requirements for how work will work for you (e.g. 2 days a week, completely home-based, short commute), do push yourself a bit to consider where/how you can compromise. If you’re completely inflexible you will find it hard to commit to and benefit from even a part-time returnship**; you need to have the opportunity to prove yourself, be visible and upskill and it will be harder to find a suitable-level role at the end. You may want to consider freelancing or other options until you’re at the point where you can commit more time to work.
Q5: Can you be flexible on salary for the returnship period?
YES: Go to Q6
NO: Returnship salaries shouldn’t be minimum wage. They are typically at an experienced hire level, but may be significantly lower than you were used to. Remember that this is a fixed term (3-6 month) programme rather than a permanent role; make sure to discuss the likely level of salary for roles at the end of the programme to assess whether the cost-benefit of this supported bridge back makes sense for you.
Q6: Are you proactive, positive and able to cope with uncertainty?
NO: Returnships come with their own challenges. In these pilot years participants play a key role in making the programme work and you need to be proactive to make the most of the opportunity. Even though the majority of participants convert into ongoing roles, you will also have to manage a degree of uncertainty during the returnship period. If this feels too stressful and/or you don’t recognise the inherent value of refreshing your networks, knowledge and experience, whatever happens at the end of the programme, then a returnship may not be the best option for you. Focus instead on returner programmes which bring you directly into permanent roles.
YES: A returnship sounds like a great fit for you! Look at the open opportunities on our website here.
* See our returnship success stories here
** Some returnships are full-time, others are open to part-time or other flexible working
Posted by Julianne
past few years, we’ve been delighted to hear so many inspiring stories from women who have successfully returned to work.
Here are three of their top tips.
career break is not a break from life and is typically taken for either reasons
of caring, illness or re-training – none of which leave a lot of spare time.
However, many returners felt that their efforts to keep up their skills and
knowledge paid off when it came to returning to work. Fiona returned to
occupational psychology after a 6 year break and advocates maintaining your
professional knowledge, “I also always kept up with my profession in that I
receive journals and took an interest in developments in my field.” Adrianna,
who returned to Investment Banking after a 9 year break agrees, “Read as much as you can – from every available source
– on topics related or potentially related to your business and the market as a
year career break and during that time recognised some study areas she could
pursue to help keep her skills recent and relevant, “As I didn’t have any recent professional qualifications I starting working
my way through a project management course.”
returners also found they honed skills while undertaking ‘strategic volunteering’ – unpaid work that
develops your skills and knowledge. Carmen, who took a 7 year break before
returning as a Macro-Economist believes this approach helped her, “I became a
governor at a local primary school, which I feel helped me to hone my
negotiation skills and deal with difficult situations.”
know where a lead will come from
you’ve been on a career break the typical routes of finding work through online
job boards and recruitment agencies often prove more disheartening than
helpful. We hear so many stories of role opportunities that come up instead from
networking conversations and contacts. Julia, who is now a Finance Director
after taking a 2.5 year break would concur, “A more effective strategy was
telling all my friends and mums at school gates what I was looking for – most
opportunities I received came from these contacts.” Rachel, who returned to a
role in Investment Management after an 8 year career break set about talking to
everyone she could think of about what she was looking for. “Although there
were times when I wondered if the endless meetings I was going to were a waste
of time, I persevered and was ultimately successful in landing my ideal
role. I had also applied for numerous jobs online and via
headhunters but got nowhere – networking really was the only useful route – the
effort will pay off”.
you are interested in
to networking, many successful returners made the decision to bypass
recruitment agencies and directly approach firms that they’d like to work for.
Amy, who returned to Law after a 2 year break, took this direct approach, “I phoned a few recruitment
agents about part-time legal work. They uniformly told me that the law firms
would not be interested and refused to put forward my CV for any roles. I
short-circuited the agencies by applying direct to a firm. Bypass the agencies
and speak straight to the firms you are interested in.”
returned to work as an architect and advises that “a direct approach is
generally welcome as firms often have flexible needs for skilled staff who are
hard to find by the standard recruitment routes.” Fiona found
the same was true, especially of smaller firms. “I picked up the phone to call a local
solicitor who I knew slightly. That was the best step I took! I asked for work
experience and was surprised that he agreed to me coming in a few mornings a
week. I ended up being there 5½ years, thanks to making that one phone call.”
these top tips have inspired you, and if you have any suggestions of your own
we’d love to hear them.