Why Being “Open to Returners” Isn’t Enough
There’s a phrase we hear a lot when speaking to organisations: “We’re open to hiring Returners.”
And I don’t doubt the intention, but intention isn’t the same as preparedness.
Because when you look closely at how most companies actually hire, a different picture emerges. Processes are still built around linear careers. Job descriptions are overloaded. Flexibility is vague or inconsistent. And career breaks? Still quietly viewed as a risk.
So while organisations may be open in theory, in practice, many are simply not set up to attract, assess, or support Returners effectively.
What Does “Company Preparedness” Actually Mean?
At Back to Work Connect, we talk a lot about preparedness — not just for Returners, but for organisations themselves. Because hiring Returners successfully doesn’t require a complete overhaul. It comes down to a series of practical, intentional shifts.
1. Reframing Career Breaks
The first shift is mindset.
Career breaks need to be seen as neutral — or even positive — experiences, not red flags. Behind every gap is a story of responsibility, resilience, and often significant transferable skills.
When organisations focus on capability rather than chronology, they open the door to a much broader and more experienced talent pool.
2. Designing for Flexibility (Properly)
Flexibility is no longer a “nice to have.” It’s expected. But more importantly, it’s not just for Returners — it benefits everyone.
Organisations that clearly offer and communicate options like hybrid working, part-time roles, or job-sharing immediately become more accessible. Those that don’t risk losing strong candidates before the process even begins.
3. Simplifying the Application Process
Too many great candidates opt out before they ever apply.
Why?
Because job descriptions are often unrealistic, overly complex, or filled with “nice to have” requirements that read like “must-haves.”
Simplifying this process, and being clear about what truly matters, makes roles feel more achievable and inclusive, without lowering standards.
4. Creating Structured Pathways Back
Returning to work isn’t just about landing a role — it’s about re-integrating into the workplace. That’s where structured support makes a real difference.
Returner programmes, paid internships, mentorship, and buddy systems all provide a bridge back into employment. They build confidence, create clarity, and significantly improve retention.
5. Addressing Bias in Hiring
Unconscious bias is one of the biggest barriers Returners face. Not intentionally, but systematically.
When hiring decisions rely too heavily on recent experience or linear career progression, Returners are often overlooked, regardless of their capability. Training hiring managers to recognise this, and shifting towards skills-based assessment, is a critical step in unlocking this talent pool.
6. Building a Culture of Growth
Finally, there’s culture.
Organisations that succeed in hiring and retaining Returners tend to share one thing in common: they value growth and adaptability over perfection.
They invest in upskilling.
They support learning on the job.
They understand that careers are no longer linear, and they design for that reality.
Why This Matters Now
The conversation around Returners is often framed as a diversity initiative. But in reality, it’s much bigger than that.
This is about:
- Accessing experienced, motivated talent
- Addressing skills and leadership gaps
- Building more resilient, future-ready organisations
And in a labour market that continues to evolve, companies that fail to adapt their hiring practices will simply miss out.
Turning Intention Into Action
Most organisations don’t struggle with why this matters — they struggle with how to actually do it. That’s why we built our Returner Friendly Recruitment Training.
To help companies move beyond good intentions and take practical, meaningful steps towards becoming truly returner-ready. Because the organisations that invest in this now won’t just be more inclusive.
They’ll be better positioned to attract, retain, and grow the kind of talent that will define the future of work.
For more information and supports on creating a Returner Friendly recruitment process reach out to our team at info@backtoworkconnect.ie
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