Returnship programs – have you explored them? If not, let’s dive in. As a D&I enthusiast at iPlace, I’m all about sharing how these programs are shaking up the hiring scene. Let’s get down to the nitty-gritty that matters to hiring managers, talent acquisition heads, and recruitment directors. 

1. What Are Returnship Programs, Anyway?

Returnship programs, also known as “return-to-work” initiatives, are your strategic moves for attracting professionals who’ve taken a career break – perhaps family duties or caregiving. They provide a structured way back to work through short-term assignments or internships. 

2. How Can Returnship Programs Amp Up Your Hiring Game?

Returnship programs are more than a trend; they’re your secret weapon for hitting hiring goals. Here’s how they juice up your strategy: 

• Experience Injection: Think about it as a shot of experience straight to your team’s arm. Returnship participants bring solid industry experience, adding depth and diversity to your talent pool. 

• Flavor of Diversity: Spice up your workforce recipe. These programs aren’t just about skills; they add fresh perspectives, boosting creativity and problem-solving around your office table. 

• Skill-Ready: These aren’t greenhorns. Returnship folks often come with updated skills, ready to roll. They can help plug those pesky knowledge gaps you’ve been grappling with. 

• Loyalty Bonus: Investing in returnships often means loyal employees in return. They’re not just looking for a job; they’re looking for a chance to rebuild their careers. That loyalty pays off. 

3. What’s in Store for Returnship Participants? 

Returnship participants jump into an environment designed to bridge their break and today’s industry. They can expect the following:

• Skill Refresh: It’s like a spa day for their skills. Opportunities to spruce up, sharpen, and modernize their skill set, making them relevant and razor-sharp. 

• Mentorship Time: Nobody likes to feel rusty. Returnship programs often come with built-in mentorship. It’s like having a guide who shows you around the new terrain. 

• Meaningful Hustle: They’re not here to twiddle their thumbs. Assignments handed to returnship participants count. They’re a part of projects that have impact, and they can roll up their sleeves and contribute from day one. 

4. How Do You Maximize Returnship Programs?

Cooking up a killer returnship program requires strategy. Whip these ingredients together:

• Clear Intent: Think about what you want to achieve with your returnship program. Do you want to diversify your team? Fill specific skill gaps? Make sure your goals are clear. 

• Strategic Mix: Stir in assignments that benefit both parties – a win-win deal. Assignments should match the participants’ skills and aspirations while contributing to your organization’s objectives. 

• Solid Support: Returnship participants aren’t just re-entering the workforce; they’re stepping into a new terrain. Give them the support they need – mentorship, training, and a comfy space to thrive. 

• Feedback Loop: Programs are only as good as their outcomes. Measure and adapt based on results and feedback. Keep refining your program to make it better with every iteration. 

5. Who Can Dive into Returnship Programs?

Returnship programs don’t play favorites with gender. Anyone with a career gap eyeing a comeback is welcome. This is about diversity in all flavors – not just gender, but diverse experiences, backgrounds, and perspectives.

6. Success Stories in the House?

You bet. Big players like Amazon, Microsoft, and JPMorgan Chase are singing returnship’s praises. These aren’t just tales; they’re proof that returnship participants can hit the ground running, make valuable contributions, and thrive within an organization.

7. RPOs: The Extra Oomph for Returnship Programs

Imagine shaking hands with an RPO champ like iPlace. They can be your secret sauce, making your returnship program even more impactful: 

• Hunt Diverse Talent: RPOs cast a wide net, reeling in candidates from various backgrounds and experiences. 

• Custom Tailoring: They craft programs that match your organization’s culture and goals. It’s not one-size-fits-all; it’s tailor-made. 

• Smooth Sailing: Let them handle the intricacies of recruitment and onboarding. It saves you time and hassle, making your returnship journey smoother. 

Bottom Line 

Returnship programs are no fad; they’re your game-changer. As a hiring leader, you have a golden chance to snag experienced talent, brush up on skills, and jazz up your team’s mojo. If you’re about upping your hiring game, returnship programs, with a pinch of RPO magic, could be your winning combo. It’s time to dive in and let returnship participants bring the buzz to your workforce. 

Once upon a time, in the heart of the North Pole, where snowflakes danced in the air and the aroma of freshly baked cookies wafted from the kitchen, lived the jolly old man himself, Santa Claus. Santa’s village was a bustling hub of merry activity, thanks to his team of diligent and spirited elves.

Every year, as the holiday season approached, Santa’s workshop buzzed with fervor. The elves, with their nimble fingers and boundless energy, worked tirelessly to craft toys and gifts for children around the world. They knew that their efforts brought joy to countless families, and their laughter echoed through the workshop like a symphony of happiness.

But as the holiday cheer faded and the snow melted away, the elves faced a dilemma. Santa could no longer keep all of them employed throughout the year. He had to bid farewell to most of his loyal helpers, leaving only a handful to tend to the workshop during the off-season.

When the next holiday season arrived, Santa was faced with an unexpected challenge. The list of gifts requested by children had grown longer than ever before. The workshop, once filled with the merry sounds of elves, now echoed with a sense of urgency as Santa realized he needed more hands to meet the surging demand.

Struggling to cope with the overwhelming task at hand, Santa knew he needed his beloved elves back. He sent letters, called, and even tried sending messages attached to the collars of his pet polar bears, but his efforts went unanswered. The village seemed quieter, and even the North Pole wind seemed to carry a sense of emptiness.

Frustrated and feeling defeated, Santa sought help from a wise and elderly figure known for solving problems in the village. This sage-like helper had a deep understanding of people and their ways. Santa shared his predicament, and the wise helper listened intently. The wise helper asked Santa to describe the types of elves he needed — elves with a knack for toy assembly, gift wrapping, and efficient management of the workshop.

After understanding exactly what Santa needed, the wise helper set off on a journey to find the right elves. They searched far and wide, uncovering elves with diverse skills who were eager to contribute their expertise.

With renewed hope, Santa watched as the wise helper returned with a group of skilled elves that perfectly matched his requirements. Each elf, with their unique talents and experience, brought a new layer of excitement to the workshop. Together, they infused the village with a renewed sense of purpose.

As the holiday season approached, the workshop was once again alive with laughter, camaraderie, and a shared sense of accomplishment. The new and old elves worked together, forging bonds that transcended generations. Santa’s village was alive with the magic of the season.

Reflecting on his journey, Santa realized his experience held valuable lessons for corporations worldwide. Just as Santa adapted to changing circumstances and enlisted new helpers, modern businesses too can turn to temporary workers during peak seasons. Just like the wise helper, companies can seek assistance from specialized partners like RPO companies to find the right temporary staff, ensuring seamless operations and high-quality service during busy periods.

In the end, Santa’s tale serves as a reminder that challenges can be overcome with creativity, determination, and a little help from the right team. Just as the North Pole embraced a new generation of elves to ensure the joy of the holiday season, businesses can leverage temporary workers and expert partners to thrive during their own busy times, leaving a trail of happiness in their wake.

In a bustling city, Maria thrived as a highly skilled manager. Her problem-solving prowess, a knack for leadership, and dedication made her stand out. Her journey was on the fast track, and she was headed for the stars. But life has a way of throwing curveballs, and Maria’s trajectory took an unexpected turn.

After welcoming a bundle of joy into her life, Maria faced challenges beyond her control. Pregnancy complications demanded her full attention, and she had to make a difficult choice – stepping away from her thriving career to navigate the unpredictable waters of motherhood and recovery.

As the days turned into weeks and then months, Maria’s world felt like a distant memory. The mental and emotional struggles she faced were compounded by financial stress. The high-octane pace of her professional life had left her with little time to build a safety net, and now she felt the strain acutely.

The isolation of being away from her professional life, combined with the immense changes of motherhood, took a toll on Maria’s mental well-being. Depression cast its shadow, and every job application she sent out felt like a roll of the dice. The traditional hiring landscape often raised eyebrows at career gaps, and Maria’s once impeccable resume was now deemed “incomplete.”

Amidst Maria’s struggles, the company faced its own challenges. The need for someone with Maria’s skillset was undeniable. A pivotal project demanded her expertise, but the pool of available candidates seemed shallow. In a twist of fate, this company viewed Maria’s career gap not as a red flag but as a story of resilience. 

Maria’s tale resonated deeply with the company’s values. Her journey mirrored their commitment to diversity and inclusion, recognizing that gaps in careers are often due to life’s unpredictable moments. The company saw past the resume gap, recognizing her potential to bring a fresh perspective and unwavering determination.

As Maria joined the company through their returnship program, the transformation was palpable. The camaraderie she found, the intellectual stimulation, and the chance to apply her skills once again invigorated her spirit. Her resilience shone through as she tackled challenges with the wisdom of her past experiences. 

Maria’s presence breathed new life into the company. She reinvigorated projects, sparking innovation with her unique outlook. Her story became a beacon of hope for others who had taken career breaks. And as she soared, the company’s appreciation for the returnship program grew.

Maria’s journey is a testament to the potential of returnship programs. These initiatives bridge the gap between experienced professionals like Maria and companies hungry for talent. They shatter the conventional norms of hiring, offering a second chance to those who’ve had to step away. It’s about recognizing the untapped potential of individuals whose stories, like Maria’s, are more than meets the eye.

In the world of hiring managers, talent acquisition heads, and recruitment directors, stories like Maria’s remind us that talent doesn’t fade – it transforms. Returnship programs are the bridges that bring skilled individuals back to the workforce, injecting fresh perspectives and invaluable experience. It’s about embracing diversity, valuing resilience, and reimagining what a stellar team member truly looks like.

So, let’s journey together into the realm of returnship programs, where gaps in resumes are windows to unique stories of strength. Let’s explore how these programs can reshape hiring strategies, enrich teams, and create a workforce that’s as diverse as the stories it comprises.

Step 1- Planning the Sourcing and Recruiting Strategy: ChatGPT plays a pivotal role in formulating a targeted talent pool and recommending the most suitable job boards and channels for optimal outreach. This precision approach minimizes wasteful efforts, saving valuable time and resources. 

Step 2- Reading and Clarifying Job Orders: ChatGPT expertly decodes job descriptions, ensuring clear communication and contextual understanding. By eliminating confusion and reducing back-and-forth, ChatGPT streamlines the process, saving time at this crucial stage.

Step 3- Qualifying Job Orders: By reviewing and suggesting missing details, ChatGPT ensures that job orders are comprehensive, minimizing the need for subsequent revisions and clarifications. This seamless workflow optimizes efficiency and reduces unnecessary delays.

Step 4- Researching the Role and Skills: ChatGPT’s insights provide a solid foundation for crafting job-specific questions and scenarios, reducing the time-consuming brainstorming process. This ensures effective candidate evaluation and saves time during recruitment.

Step 5- Researching the Company and Industry: Aggregating company information swiftly, ChatGPT enables recruiters to quickly grasp the company culture, benefits, and candidates’ potential fit. This accelerates the research phase, freeing up recruiters’ time for more critical tasks.

Step 6- Researching Market Rates and Industry Trends: By delivering up-to-date industry trends and salary information, ChatGPT enables informed decision-making, sparing recruiters the need for lengthy manual research. This data-driven approach optimizes time efficiency and enhances recruiters’ expertise. 

Step 7- Identifying Sourcing Methods and Keywords: Using analysis of past data and industry trends, ChatGPT suggests optimal sourcing methods and keyword variations. This minimizes trial and error, streamlining the candidate search and saving valuable time and effort.

Step 8 – Screening and Qualifying Resumes: ChatGPT’s resume analysis and contextualization expedite the shortlisting process, ensuring that recruiters focus only on the most relevant candidates. This reduces the time required for resume reviews.

Step 9 – Leaving Voicemails, Sending Emails, and Text Messages: Crafting engaging communication is ChatGPT’s forte. By leveraging its capabilities, recruiters increase the likelihood of candidate response, thereby reducing follow-up cycles and saving time.

Step 10 – Conducting Phone Screens: ChatGPT equips recruiters with candidate insights, relevant job details, and exciting conversation starters. This streamlines the interview process, allowing recruiters to efficiently evaluate candidates and optimize their time.

Step 11 – Taking Effective Notes: With ChatGPT’s guidance, recruiters capture key details swiftly and effectively, ensuring vital information is not lost in translation. This expedites decision-making and enhances the overall efficiency of the recruitment process.

Step 12 – Formatting Resumes and Creating Candidate Summaries: ChatGPT consistently maintains reader-friendly resume formats, highlighting candidates’ strengths. By automating formatting tasks, recruiters can allocate more time to critical activities to accelerate the recruitment timeline.