How to Hire Returners
10 Tips to become a Returner-Inclusive Employer

1.Learn about Returners

Understand who we mean by a career returner, the challenges they face and the barriers that need dismantling. Listen to returner stories on the Career Returners Podcast and read the Return to Work Success Stories on our Career Returners website. Talk to people in your networks who are on career breaks for childcare, eldercare, health or relocation reasons. Challenge your stereotypes.

2. Build the Business Case for Returner Talent

Actively recognise returners as a highly skilled, experienced and often-overlooked talent pool that can help address skills shortages, improve gender balance (90% women) and strengthen organisational capability.

3.Remove Structural Recruitment Bias

Make sure job adverts only ask for ‘current/up-to-date knowledge’ or ‘recent experience’ if this is essential. Check that your automated application process and/or your recruitment teams are not screening out candidates just because they lack recent experience.

If using competency-based interviews, adapt questions by not asking for ‘recent work examples’. Focus technical interviews on skills rather than knowledge. Train recruiters and hiring managers to be returner-inclusive.

4.Support Returner Candidates

Provide returners with information on the relevant interview methods and advice on how to prepare for a competency or strength-based interview.

5.Promote Returners as a Talent Pool Internally

Put career returners on the radar for your business leaders as a high calibre and diverse talent pool. Champion returner successes, using specific examples to further break down stereotypes.

6.Target Returners Externally

Add encouraging wording to relevant job adverts such as ‘We welcome applications from candidates who have taken a career break’. Help candidates see that career-break professionals are genuinely valued.

Advertise directly to returners through our Career Returners Professional Community. 

7.Create Supportive Return-to-Work Pathways

Provide structured transition support for returner hires, such as training, mentoring and Career Returners Coaching, to help returners to rebuild confidence and more rapidly re-integrate. 

8.Create a Returner Programme

If scale permits, set up a cohort-based Returnship or Supported Hiring Returner Programme. This will accelerate returner hiring and build peer support, community and impact.

9.Equip Line Managers

Train line managers to understand returner challenges and strengths. A supportive manager is one of the most important factors in successful reintegration and long-term retention.
 

10. Embed Returner Inclusion

Measure success. Make returner hiring an integral part of your annual talent strategy. 

Move away from viewing a career break as a risk or deficit, to recognise the strengths that returners bring to your organisation. Career breaks should be treated as a valued part of modern careers, not a barrier to professional progression. Employers that design recruitment and employment practices around this principle are the ones most likely to attract, reintegrate and retain experienced returner talent.
 
 

For more information and to get support with implementing these actions:

Contact Hazel on employers@careerreturners.com

Join our Career Returners Employer Network

 

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