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11 Ways to Attract Job Market Returners to Your Organisation
Job market returners are individuals who are looking to re-enter the workforce after taking a career break. These individuals can bring significant value to life science organisations as they often possess a wealth of knowledge and expertise gained from previous professional experiences.
Job market returners also tend to be highly motivated and committed to re-establishing their careers, bringing a strong work ethic and drive to succeed. Their career break may also have provided them with valuable transferable skills such as adaptability and strong organisational abilities which can be invaluable in the ever-evolving and highly collaborative field of life sciences.
In this article, we discuss 11 effective strategies for attracting job market returners to your organisation; helping you to tap into this valuable talent pool, create a more inclusive recruitment strategy, and ultimately improve your hiring success.
Implement Return to Work Programs
By providing structured support and accommodations, these programs promote a smooth reintegration process, reducing stress and anxiety for returners. Returners are able to gradually resume their duties whilst being given the opportunity to assess what level of work is right for them, avoiding overwhelming workloads and allowing returners and employers to collaborate on crafting a role that works for both parties. Return-to-work programs can foster a supportive work environment, improving employee wellbeing and engagement.
The UK Government recommend four different types of return-to-work programs:
- Returnship: A returnship is a fixed-term contract with the possibility of a permanent role at the end of the contract if both parties feel it has been successful.
- Supported Hiring: This is where a returner is hired directly into a permanent role. Supported hiring is best suited to returners who are certain about joining the organisation.
- Return to Practice: A return to practice programme provides training and work experience and gives returners the opportunity to practise again in a particular area.
- Fellowship: A fellowship is where an employer/third party organisation provides a salary, funding, and academic support to a returner to allow them to complete a research and development project.
The programmes you incorporate into your hiring strategy will depend on the budget and resources available to you. Even if you cannot rollout a formal return to work programme, you can easily incorporate aspects of the above into a less structured scheme to ensure you’re supporting returners in rediscovering their careers.
Highlight Work-Life Balance
Many job market returners seek positions that can accommodate their personal commitments such as caregiving responsibilities and are therefore likely to be attracted to organisations that offer flexibility. Emphasise your organisation’s commitment to work-life balance and flexible work arrangements in your recruitment marketing, outlining how this compliments your organisational culture and values.
Offer Part-Time Positions
Consider creating part-time positions that allow returners to ease back into the workforce whilst balancing other responsibilities. These opportunities can be an excellent fit for individuals looking to rebuild their careers gradually, or those who don’t want to return to the workforce full-time.
Leverage Professional Networks and Partnerships
Tap into professional networks and organisations that specialise in assisting job market returners. By participating in relevant events or partnering with these groups, you can gain access to a pool of talented individuals actively seeking to re-enter the workforce. Partnering with professional organisations also gives you the opportunity to learn more about how you can support returners, allowing you to refine your return-to-work programs and overall hiring strategy.
Women Returners is just one example of a professional organisation that supports returners. They are a consulting, coaching and networking organisation specialising in supporting women returning to work. Find out more about their work here.
Organise Returner Networking Events
Host networking events specifically tailored to job market returners. These events provide opportunities for them to connect with industry professionals, share experiences, and potentially secure job opportunities.
Provide Mentorship Programs
Establish mentorship programs within your organisation to support job market returners. Pair them with experienced professionals who can provide guidance, support, and insights into the industry. Having a go-to person for help and support can make returning to work less daunting.
Offer Skill Development Programs
Create training programs or provide access to workshops and online courses that help job market returners update their skills and knowledge. This investment in their professional growth can make your organisation an attractive choice for those looking to re-enter the workforce. Embed this into your internal mobility strategy, showing returners how you’ll support their learning and development in the long run.
Showcase Returner Success Stories
Share success stories of job market returners who have successfully reintegrated back into the life science industry. Highlight their achievements and the support they received from your organisation. This helps inspire and encourage other returners to consider joining your team.
Tailor Job Descriptions and Requirements
Review and revise job descriptions and requirements to be more inclusive and considerate of job market returners. Focus on transferable skills, potential, and motivation rather than solely focusing on recent work experience. Make sure the language you use in your adverts doesn’t exclude certain groups of individuals from applying and write tailored adverts for specific roles you’d like to attract returners to.
Keep in Touch with Employees Who Leave
If an employee leaves your organisation to take a career break, express enthusiasm over maintaining communication with them and supporting them whilst they’re away. They may not want to hear from you, but if they’re happy to be contacted, you could keep in touch with them by sharing resources such as company/industry news, upcoming events, training materials, and more. When they’re looking to re-enter the workforce later down the line, you’ll have already demonstrated your commitment to supporting their learning and development and willingness to reintegrate them back into your workforce.
Review and Streamline Recruitment Processes
Evaluate your recruitment processes to ensure they are efficient, transparent, and inclusive. Eliminate unnecessary barriers or biases that may hinder the hiring of job market returners. Simplify application procedures and communicate clearly about your organisation’s commitment to diversity and inclusivity. Be flexible with things such as interview times and location and give returners plenty of notice for these so they can make alternative arrangements.
In Summary…
Attracting job market returners to your life science organisation requires a strategic and empathetic approach. By implementing these strategies, you can tap into a talented pool of individuals who are eager to re-enter the workforce. By providing tailored programs, flexible work options, mentorship and support, your organisation can position itself as an attractive destination for job market returners. Embracing their skills and experiences will not only enrich your talent pool but also contribute to a more diverse and innovative work environment.
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