Creating a returnship program can be a valuable initiative for your organisation, as it provides an opportunity for individuals who have taken a career break to re-enter the workforce. Before implementing a returnship program, consider the following factors:
Define Objectives and Goals:
Clearly articulate the goals and objectives of the returnship program. Determine what you want to achieve, such as increasing diversity, tapping into a pool of experienced talent, or addressing skill shortages.
Program Structure:
Define the structure of your returnship program. Consider the duration, format (full-time or part-time), and whether it leads to permanent employment. Define the roles and responsibilities of both the returnees and the company.
Mentorship and Support:
Provide mentorship and support for returnees. Assign mentors who can guide them through the onboarding process, help them navigate the company culture, and provide career guidance.
Training and Skill Development:
Assess the skills needed in your organisation and provide appropriate training to bridge any gaps. Design a program that includes skill-building components to help returnees update their knowledge and stay relevant.
Flexibility and Work-Life Balance:
Recognise the importance of work-life balance. Consider offering flexible work arrangements to accommodate returnees and help them transition back into the workforce.
Communication and Marketing:
Effectively communicate the returnship program both internally and externally. Clearly convey the benefits of the program, and highlight the company’s commitment to diversity and inclusion.
Evaluate Success Metrics:
Define key performance indicators (KPIs) to measure the success of the returnship program. This could include metrics such as the number of returnees hired permanently, their retention rates, and overall program satisfaction.
Company Culture and Inclusion:
Ensure that your company culture is inclusive and supportive. Foster an environment where returnees feel welcome and valued. Address any potential biases that may exist in the workplace.
Budget and Resources:
Allocate appropriate budget and resources for the returnship program. Consider the costs associated with training, mentorship, and any other support services provided to returnees.
Promote Diversity and Inclusion:
Use the returnship program as an opportunity to enhance diversity and inclusion within your organisation. Ensure that the program is open to individuals from diverse backgrounds.
Continuous Improvement:
Regularly evaluate and refine the returnship program based on feedback and outcomes. Implement continuous improvement strategies to enhance the effectiveness of the program over time.
By carefully considering these factors, you can create a returnship program that not only benefits your organisation but also provides valuable opportunities for individuals looking to re-enter the workforce.
Over the past few years, our continued goal has been to raise awareness of the powerful impact & value the Returner community in Ireland can bring to the workforce.
To aid our mission, we partner with forward-thinking organisations nationwide to design and create supportive & impactful return to work initiatives and ultimately promote truly inclusive work environments for all.
If you’re ready to reap the many benefits the returner can bring to your organisations, we invite you to take part in our brand-new interactive quiz:
Based on your confidential answers, our team will match your organisation with tailored tools & resources to support your returner-open journey.
