What is a returner programme?
Returner Programmes are supported routes back to work for professionals who have taken an extended career break for caring, health or other reasons. There are 3 broad types of returner programme: returnships, supported hiring (directly into a permanent role) and retraining programmes.
To qualify to join a returner programme, the career break criteria is usually a minimum of 12-18 months, with no upper limit on the amount of time taken. Programmes in most cases are open to all genders, whatever the reason for the break.
In this blog, we’re going to delve into returnships – what they are, the benefits and how you can find one, and will tackle the other types of programmes in subsequent blogs.
What is a returnship?
A returnship is a professional placement for 3-6 months, with a possibility of an ongoing role at the end of the programme if the placement is successful for both sides. Effectively, it’s a higher-level internship specifically designed for returning professionals. During the returnship, you will be given a set of objectives for the placement and professional level work so that you are able to demonstrate your experience, strengths and skills.
You’ll be paid at a professional level (this isn’t a minimum wage or unpaid internship), but possibly not at full market rate until after the programme, to allow for the upskilling period. In most cases, there is a high likelihood of an ongoing role at the end of the placement, with our partner programmes averaging 80-90% conversion rates.
What support is provided?
As part of a returnship, you receive extra support to help you to get up to speed as quickly as possible. That typically includes a buddy to help you settle in and navigate the team and systems, training to help fill any knowledge gaps and an internal mentor to help you understand the broader organisational context and be a valuable sounding board. Coaching is also often provided through the transition period. With a cohort returnship, you also get valuable peer support.
Many programmes include our Career Returners Coaching Programme, which supports returners right throughout the returnship. Our coaches help you to prepare for your return and support you through the emotional and practical ups-and-downs, as you transition back. We help you to proactively manage your returnship, to maximise the chance of an ongoing opportunity
How often do they run?
Most returnships occur once a year, with a small cohort of returners starting at the same time. Outside of a few large national or global programmes (such as the J.P. Morgan ReEntry Program), cohorts typically range from 3 to 15 participants. Some organisations offer 2 or 3 intakes a year. Others offer ‘rolling returnships’ with rolling applications through the year, to respond to more ‘business as usual (BAU)’ recruitment demands across the business.
What’s a Cross-Company returnship?
With a cross-company returnship, a small number of companies – usually in the same sector or geographic area – come together to jointly run a programme. Advertising is shared, but returners apply to and join one of the participating companies. In the UK, Career Returners manages the Insurance Cross-Company Programme and the Diversity Project Cross-Company Returner Programme in the Investment & Savings sector. With our programmes, returners have group coaching with other returners in other companies, enabling you to build a rich, diverse and supportive peer network.
What are the benefits of a returnship for returners and employers?
For the returner, it offers you a supported pathway back to a mid to senior level role. Over the course of the placement, you have the opportunity to rebuild your professional confidence, refresh your skills and gain valuable recent experience to bridge the career gap on your CV. You get to test out whether the role/organisation is right for you, as well as whether it’s the right time for you to return to work..
From the employer’s side, it can be easier to bring in a cohort of returners this way. The initial trial period reduces the nervousness that hiring managers can have when hiring someone without recent experience. And once they experience the skills, motivation and fresh perspective that returners bring, this recruitment bias usually disappears!
What are the disadvantages of a returnship?
The biggest downside is that you have to manage the uncertainty of knowing whether you’ll receive a permanent role at the end. Be aware that some programmes are structured more as a standalone opportunity, with a lower likelihood of a follow-on role, so do clarify the hiring intention and headcount situation upfront if this is important for you. However, if an ongoing role isn’t available or the organisation isn’t a good fit for you, this isn’t a failure or a waste of time. The experience, upskilling and contacts you make provide an excellent springboard to another opportunity elsewhere.
Where can you find current returnships?
You’ll find details of all Career Returners current partner programmes on our website here. You can also see details of programmes run in previous years, to look out for future programme launches.
What if there aren’t any returnships in my area/sector/country?
Don’t sit back and wait for a returnship to appear! There are many more proactive options you can get try, if you get creative:
- If an organisation you’re interested in is running a programme, but not currently in your business area. Send a speculative application to the contact email, setting out why you’re interested in the organisation and what experience you could bring.
- If you’re interested in a global employer that is running a programme outside of your country. Write a speculative application to the local in-country team, proposing a similar temporary contract to trial. You have nothing to lose and it may just catch their interest!
- If you’re interested in a company which has run programmes in the past, but not this year. Contact them speculatively with a tailored letter and CV. They may consider you for open business-as-usual roles or add your CV to their talent pool, to contact you as and when a position materialises.
- If there is no returner programme activity in your sector. Take the learnings of a returnship, and look for roles with a trial period, to reduce your perceived risk to a hiring manager. Rather than just focusing on competitive permanent roles, look for maternity or sabbatical covers and other forms of temporary contract. These opportunities are harder for companies to fill, so you’ve less competition. You can also use your networks to look out for project work at a company you’re interested in. All these options give you a ‘foot in the door’ to prove your value for other, more longer-term opportunities.
Look out for our primer on Supported Hiring in our next blog!
