How Employers Can Support Unique Job-Seeker Behaviours
In today’s competitive talent market, a growing yet often overlooked demographic is making its way back into the workforce—returners. These are individuals who have taken a career break, often for caregiving, personal development, or other life priorities, and are now seeking to re-enter the job market. While they bring a wealth of experience and diverse perspectives, returners often approach job seeking differently than their counterparts who have been in continuous employment. Understanding these unique behaviours and challenges is key for employers to attract, support, and retain this valuable talent pool.
How Returners Differ from Other Job Seekers
Hesitancy and Lack of Confidence
Returners often grapple with self-doubt about their professional relevance, especially if their industry has evolved during their time away. Phrases like “I don’t know if my skills are still valuable” or “I’ve been out of the loop for so long” are common sentiments. This lack of confidence can deter them from applying to roles where they meet most—if not all—requirements.
Emphasis on Skills Over Experience
Rather than highlighting a continuous career trajectory, returners focus on transferable skills they’ve maintained or acquired during their career break. This could include soft skills such as organisation, adaptability, or conflict resolution, as well as technical skills gained through volunteering, freelancing, or self-study.
Focus on Workplace Culture
Many returners prioritise flexibility, inclusivity, and a supportive workplace culture over traditional markers of job prestige. They often value organisations that understand the complexities of balancing work and life, especially after a career break.
Challenges with Networking
Having been out of professional circles, returners may find networking daunting. They often lack the up-to-date industry connections and professional confidence to engage in proactive career-building activities.
How Employers Can Help Returners Thrive
To unlock the potential of returners, employers can adopt targeted strategies that address these unique behaviours and create an environment where they can excel.
Design Returner-Friendly Hiring Practices
1-Offer Returner Programs: Structured programs, such as returnships, provide a bridge for returners to upskill, build confidence, and re-enter the workplace gradually.
2-Simplify Job Descriptions: Avoid overly rigid requirements and jargon. Instead, highlight core skills and welcome applicants with non-traditional career paths.
3-Be Transparent About Support: Clearly communicate any onboarding assistance, mentorship, or training opportunities available to new hires.
4-Invest in Confidence-Building Opportunities
5-Provide Training and Upskilling: Offer resources to help returners refresh technical skills or familiarize themselves with industry advancements.
6-Create Mentorship Programs: Pair returners with experienced mentors who can provide guidance, encouragement, and insights into workplace dynamics.
7-Emphasise Workplace Flexibility
Returners often seek roles that allow for a balance between professional responsibilities and personal commitments. Highlight options like remote work, flexible hours, or part-time roles in your recruitment materials.
8-Foster a Culture of Inclusivity
9-Celebrate Diverse Backgrounds: Recognize the unique experiences and perspectives that returners bring to the table.
10-Encourage Open Communication: Create a supportive environment where returners feel comfortable asking questions and sharing their concerns.
11-Offer Networking Opportunities
Host events, both formal and informal, where returners can reconnect with industry professionals, expand their network, and gain exposure to workplace norms and expectations.
Result: A Win-Win for Employers and Returners
When employers invest in understanding and supporting returners, they not only help individuals reclaim their careers but also gain access to a highly skilled and motivated talent pool. Returners bring resilience, adaptability, and a fresh perspective that can drive innovation and inclusivity within organizations.
By tailoring your hiring practices and workplace culture to meet the unique needs of returners, you’ll not only create opportunities for them but also reap the rewards of a diverse, engaged, and talented workforce.
Start today—your next great hire might just be a returner!
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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