{"id":6767,"date":"2026-04-14T04:45:00","date_gmt":"2026-04-14T04:45:00","guid":{"rendered":"https:\/\/backtoworkconnect.ie\/careerhub\/?p=6767"},"modified":"2026-03-31T15:27:09","modified_gmt":"2026-03-31T15:27:09","slug":"company-preparedness-attracting-returners-successfully","status":"publish","type":"post","link":"https:\/\/backtoworkconnect.ie\/careerhub\/company-preparedness-attracting-returners-successfully\/","title":{"rendered":"The Problem Part 2"},"content":{"rendered":"\n<h5 class=\"wp-block-heading\" id=\"h-why-being-open-to-returners-isn-t-enough\">Why Being \u201cOpen to Returners\u201d Isn\u2019t Enough<\/h5>\n\n\n\n<p>There\u2019s a phrase we hear a lot when speaking to organisations: \u201cWe\u2019re open to hiring Returners.\u201d<\/p>\n\n\n\n<p>And I don\u2019t doubt the intention, but intention isn\u2019t the same as preparedness.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>So while organisations may be open in theory, in practice, many are simply not set up to attract, assess, or support Returners effectively.<\/p>\n\n\n\n<figure class=\"wp-block-video\"><video controls src=\"https:\/\/backtoworkconnect.ie\/careerhub\/wp-content\/uploads\/2026\/03\/Reignite-Reskill-Recruit_-SoWhats-the-Problem-part-2.mp4\"><\/video><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-what-does-company-preparedness-actually-mean\">What Does \u201cCompany Preparedness\u201d Actually Mean?<\/h4>\n\n\n\n<p>At Back to Work Connect, we talk a lot about preparedness \u2014 not just for Returners, but for organisations themselves. Because hiring Returners successfully doesn\u2019t require a complete overhaul. It comes down to a series of practical, intentional shifts.<\/p>\n\n\n\n<p><strong>1. Reframing Career Breaks<\/strong><\/p>\n\n\n\n<p>The first shift is mindset.<\/p>\n\n\n\n<p>Career breaks need to be seen as neutral \u2014 or even positive \u2014 experiences, not red flags. Behind every gap is a story of responsibility, resilience, and often significant transferable skills.<\/p>\n\n\n\n<p>When organisations focus on capability rather than chronology, they open the door to a much broader and more experienced talent pool.<\/p>\n\n\n\n<p><strong>2. Designing for Flexibility (Properly)<\/strong><\/p>\n\n\n\n<p>Flexibility is no longer a \u201cnice to have.\u201d It\u2019s expected. But more importantly, it\u2019s not just for Returners \u2014 it benefits everyone.<\/p>\n\n\n\n<p>Organisations that clearly offer and communicate options like hybrid working, part-time roles, or job-sharing immediately become more accessible. Those that don\u2019t risk losing strong candidates before the process even begins.<\/p>\n\n\n\n<p><strong>3. Simplifying the Application Process<\/strong><\/p>\n\n\n\n<p>Too many great candidates opt out before they ever apply.<\/p>\n\n\n\n<p>Why?<\/p>\n\n\n\n<p>Because job descriptions are often unrealistic, overly complex, or filled with \u201cnice to have\u201d requirements that read like \u201cmust-haves.\u201d<\/p>\n\n\n\n<p>Simplifying this process, and being clear about what truly matters, makes roles feel more achievable and inclusive, without lowering standards.<\/p>\n\n\n\n<p><strong>4. Creating Structured Pathways Back<\/strong><\/p>\n\n\n\n<p>Returning to work isn\u2019t just about landing a role \u2014 it\u2019s about re-integrating into the workplace. That\u2019s where structured support makes a real difference.<\/p>\n\n\n\n<p>Returner programmes, paid internships, mentorship, and buddy systems all provide a bridge back into employment. They build confidence, create clarity, and significantly improve retention.<\/p>\n\n\n\n<p><strong>5. Addressing Bias in Hiring<\/strong><\/p>\n\n\n\n<p>Unconscious bias is one of the biggest barriers Returners face. Not intentionally, but systematically.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<p><strong>6. Building a Culture of Growth<\/strong><\/p>\n\n\n\n<p>Finally, there\u2019s culture.<\/p>\n\n\n\n<p>Organisations that succeed in hiring and retaining Returners tend to share one thing in common: they value growth and adaptability over perfection.<\/p>\n\n\n\n<p>They invest in upskilling.<\/p>\n\n\n\n<p>They support learning on the job.<\/p>\n\n\n\n<p>They understand that careers are no longer linear, and they design for that reality.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\" id=\"h-why-this-matters-now\"><strong>Why This Matters Now<\/strong><\/h5>\n\n\n\n<p>The conversation around Returners is often framed as a diversity initiative. But in reality, it\u2019s much bigger than that.<\/p>\n\n\n\n<p>This is about:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accessing experienced, motivated talent<\/li>\n\n\n\n<li>Addressing skills and leadership gaps<\/li>\n\n\n\n<li>Building more resilient, future-ready organisations<\/li>\n<\/ul>\n\n\n\n<p>And in a labour market that continues to evolve, companies that fail to adapt their hiring practices will simply miss out.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\" id=\"h-turning-intention-into-action\">Turning Intention Into Action<\/h5>\n\n\n\n<p>Most organisations don\u2019t struggle with why this matters \u2014 they struggle with how to actually do it. That\u2019s why we built our Returner Friendly Recruitment Training.<\/p>\n\n\n\n<p>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\u2019t just be more inclusive.<\/p>\n\n\n\n<p>They\u2019ll be better positioned to attract, retain, and grow the kind of talent that will define the future of work.<\/p>\n\n\n\n<p>For more information and supports on creating a Returner Friendly recruitment process reach out to our team at\u00a0<a href=\"mailto:info@backtoworkconnect.ie\">info@backtoworkconnect.ie<\/a><\/p>\n\n\n\n<p>Keep up to date with the latest Returner Friendly employers, upskilling &amp; retraining opportunities by joining our platform&nbsp;<a href=\"https:\/\/backtoworkconnect.ie\/signup\" target=\"_blank\" rel=\"noreferrer noopener\">HERE<\/a><\/p>\n\n\n\n<p>Sign up to our newsletter &amp; job alert today and never miss the ideal opportunity again ! Sign up&nbsp;<a href=\"https:\/\/backtoworkconnect.us20.list-manage.com\/subscribe?u=b14e986a20d3ea1877fdd1281&amp;id=9eeb0eca6f\">HERE<\/a><\/p>\n\n\n\n<p>#FutureOfWork #InclusiveHiring #Returners #Leadership #TalentStrategy #DiversityAndInclusion<\/p>\n","protected":false},"excerpt":{"rendered":"Why Being \u201cOpen to Returners\u201d Isn\u2019t Enough There\u2019s a phrase we hear a lot when speaking to organisations:&hellip;","protected":false},"author":16,"featured_media":6768,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","filesize_raw":"","csco_display_header_overlay":false,"csco_singular_sidebar":"","csco_page_header_type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[6,513,512,5],"tags":[],"class_list":{"0":"post-6767","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-blog","8":"category-employers-supports","9":"category-getting-started","10":"category-supports","11":"cs-entry"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.2 (Yoast SEO v25.2) - 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