What is a returnship program?
Returnships are full-time paid internship programs that reintegrate people who have been out of the workforce for a prolonged period. The purpose of the returnship, also called a return to work program, is to provide an accessible way for people to get back into their previous industry or profession despite changing technologies or protocols during their absence.
Over the course of a returnship, an individual is given the opportunity to relearn necessary skills and update their training while still taking home a salary. The practice of offering return to work programs makes it possible for employees who were forced to stay home, whether due to personal injury, caretaker responsibilities or something else, to find their footing in a professional workspace again.
How does a returnship work?
A returnship program, much like a typical job opening or internship opportunity, typically requires an individual to apply for a role based on certain qualifications and prior experience. Differences in listings for returnships versus internship programs or regular job opportunities can include:
- Requiring the candidate to have had a minimum career gap
- Requiring a certain amount of prior work experience in a particular field
Applicants to these programs are usually individuals who have been away from their profession for at least six months. In many cases, these professionals had to step away for any number of reasons, including maternity leave, sick leave or other caregiving responsibilities. Returnship programs encourage the re-entry of these professionals into the workforce and support them through this process.
The duration of a returnship program is usually anywhere from four to 12 weeks, and the candidate is paid for the entire duration of the program. They may also have access to employee benefits during this time. After the returnship period is over, your company may offer a permanent job to the program participant based on their performance.
What are the benefits of returnships?
For employers, there are a number of benefits to implementing return to work programs of this nature. Some of the key benefits of returnships for your company include:
Getting to know talent before offering permanent job opportunities
You can view the returnship as a prolonged trial period for new employees. Rather than bringing someone on board at the full salary rate for a technical position, you can assess the candidate throughout their returnship period. While returnships are paid work experiences, they are typically entry-level positions that incur a lower wage than more senior roles. This means that both you and the employee benefit because they get paid for learning updated skills and practices while you get to observe their work and determine their potential for other full-time jobs in your company.
Improving employee job satisfaction
59% of Millennial employees say that career development opportunities influence whether they apply for a job position, and 76% of employees say that companies are more appealing if they offer additional training opportunities to staff.
By introducing return to work programs, you can demonstrate to your employees that you value their professional development and support the need for a work-life balance. You can improve your employee satisfaction and retention rates when staff feels confident that if a need arises to take prolonged time off for personal reasons, there is a re-entry pathway available to them that won’t set their career back by years.
Reducing costs spent on hiring efforts
Another benefit of returnships is the money you save on hiring efforts. Rather than reviewing multiple applications and scheduling interviews before making a hiring decision, you can offer these return to work pathways for professionals with relevant experience and make future hiring decisions for senior roles based on people’s participation in these programs.
10 ideas for how to implement a returnship in your workplace
Implementing returnships takes time and planning, but once you have this type of program up and running, it’s certain to benefit your business in the long term. Here are 10 tips for creating and implementing a return to work program in your company.
1. Create a job description
Just like any position at your company, you must write a clear and concise job description for what participating in the returnship program entails. The listing should outline the responsibilities a person will take on in this role, how many hours a week they’re expected to work, the pay range and the duration of the returnship. Also, be sure to include details such as whether it’s an in-person returnship or if this is a remote or hybrid work opportunity.
2. Develop program guidelines
Before you post the job description, get clear on the parameters of the program. What qualifications does a person need to have to apply? How do you differentiate between who applies for the returnship program versus the internship program at your company? What is the fixed duration of the program, and what is the hiring process at the end of the returnship period? These questions should all be answered as part of developing the program so you can set expectations for program participants before they apply.
3. Advertise the program
To ensure you have a wide pool of talented applicants to choose from, prioritize advertising the program before you open it to applications. Social media campaigns, postings in local public spaces and company-wide emails announcing the upcoming opportunity can help generate interest.
4. Interview candidates
Once you start getting applications, select qualified candidates to interview just as you would for any other job opportunity. This may be easier than normal if you recognize names of former employees who took time away whom you would be happy to welcome back to your company as part of the program. Be transparent with applicants about how long the interview process is going to be and when they can expect to hear back from you about a hiring decision.
5. Develop an effective onboarding process
A great onboarding process is critical to the success of a returnship program. Get support systems in place through HR and department supervisors to ensure a smooth transition of program participants returning to the workplace. Make sure your returnship employees know who they can ask when they have questions and what your expectations are for them over the course of the program.
6. Provide support for program participants throughout the returnship
Supporting participants in returnships doesn’t end after they sit down at their desk on day one and complete company paperwork. Provide support throughout the program duration including one-on-one meetings with their supervisor to provide them with useful feedback about their performance.
7. Seek feedback from participants
After participants complete the four to 12-week program, be sure to invite them to give you feedback on its efficacy. Knowing whether people are gaining value from this development opportunity can help you make decisions for shaping the program moving forward.
8. Discuss career pathways after program completion
Talk to the employee in the returnship program at the end of the period about their performance. If you have job opportunities where they could be a fit, you can invite them to apply for the position or offer it to them upfront. Even if there are no job vacancies at the company at the moment, you can provide professional support to them in other ways such as offering to act as a reference, referring them to other departments or companies in your industry where you have connections or keeping them in mind for future opportunities.
9. Create a returnship network
Create a Facebook group or Discord server where people who have completed your returnship program can stay connected. Networking can help these individuals trying to re-enter the workforce find job openings in the future.
10. Make changes as the program evolves
Be open to feedback, and make changes to the program as necessary. An evolving returnship program is beneficial to you and your employees, as it leads to long-term professional development for all.
