What is a returnship: Benefits and best practices 

As the talent shortage looms and competition to acquire the best-skilled employees is at an all-time high, companies opt for returnships to bridge that gap. Returnships are internship-like programs designed especially for individuals who have stayed away from the workforce for a significant period due to caregiving, personal reasons, or other events in life. 

According to a study by Accenture, 56% of women in the U.S. have taken a career break at some point in their lives. Returnship programs provide a road to return to the workplace for experienced professionals, update their skills, and establish their value to potential employers.

Returnships present a unique opportunity to tap into a highly skilled talent pool. Suppose you are considering beginning or enhancing a returnship program in your organization. 

This blog will walk you through everything you need to know from understanding returnships to implementing a successful program that benefits both your company and the candidates.

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What is a Returnship?

A returnship program is a structure offered by organizations that gives return-to-work options for professionals with a break from career building. Return-to-work options are generally aimed at people who have been out of the workplace for over six months. 

At this time, the common causes included caregiving for relatives or children, going through studies, and medical care for themselves. 

McKinsey & Company employees who return to work after a career break have a 30% higher retention rate in their first year compared to new hires with similar experience. Returnships are often designed as internships but are instead for the more experienced professional who have spent years or even decades building up their expertise in their field. 

Unlike a traditional internship, which is often designed for students or entry-level workers, returnships recognize the experience that candidates bring and provide them with an opportunity to reintegrate into the workforce refreshed by new skills.

Why are returnships important?

Returnships are important since they open the tap to often-neglected talent. There are numerous reasons to invest in returnship programs:

1. Access to experienced talent

Professionals returning from career breaks bring valuable experience, skills, and fresh perspectives. In many cases, they will have honed excellent leadership skills, problem-solving skills, and adaptability, which your organization would benefit from having on board.

2. Addressing skill gaps

The modern workforce is evolving rapidly, and many industries face skill shortages. Returnships give an opportunity to re-skill or upskill those already experienced individuals who might need help adapting to the latest technology, tools, or methods in their field.

3. Boosting diversity and inclusion

Returnships can contribute to gender diversity in fields with fewer women, in which women are underrepresented. Many of those taking career breaks are women due to care responsibilities. 

90% of companies with returnship programs report that these initiatives have positively impacted their diversity and inclusion efforts. This provides a way of accessing a more diverse talent pool and enhancing workplace inclusion.

4. Talent retention

Another area where returnship programs can help is employee retention. By providing a nurturing environment for workers who require time off for personal reasons, you create goodwill and loyalty among your employees.

Benefits of returnships for returning professionals

While returnships are beneficial for employers, they offer significant advantages to the returning professionals as well. These benefits often encourage individuals to consider returning to work and make the transition smoother.

1. Smooth reintegration into the workforce

After a long time away, it can be scary to go back to work in a place that has changed without you. Returnships offer a structured setting where people can reintegrate into their jobs, get reacquainted with their industry, and adapt to changes in workplace dynamics.

2. Skill refreshment

A lot can change in a few years, and returnees might find their skills outdated or need refreshing. Returnship programs offer opportunities to update technical skills, learn new industry trends, and stay relevant in an ever-changing job market.

3. Professional development

Mentorship, training, and networking events are common returnship programs for assisting returning professionals in advancing in their careers. These experiences allow returning professionals to open doors to new career paths and provide them with success tools.

4. Increased confidence

After a long break, when professionals return to the labor market, they often suffer from imposter syndrome or fear of meeting expectations. Returnships improve confidence by allowing them gradually to ease back into work environments with guidance and support.

How to build a successful returnship program

It’s not just a matter of offering a few months of work experience but a comprehensive initiative to support returning professionals and the organization. Here is how to build a successful returnship program that satisfies the needs of both parties.

1. Assess your organizational needs

This involves understanding your business needs before launching the returnship program. Find out where you have gaps in skills or a need for innovation. Identify specific roles or departments that would benefit from the addition of returnees.

Also, determine the number of returnship candidates you can reasonably accommodate. Start small and scale the program over time as it gains traction within the organization.

2. Define the program structure

A clear and structured returnship program will ensure a smooth experience for participants and managers. Define key aspects such as:

• Program length: Most returnships last between 12 to 16 weeks, but this can vary depending on the complexity of the role and the level of experience required.
• Compensation: Returnship participants should be compensated fairly for their time. While some programs offer stipends, others may offer full-time salaries, depending on the role level.
• Training and mentorship: Offer dedicated training programs and opportunities to help returnees reacquaint themselves with industry developments and workplace culture.
• Performance metrics: Establish how participants will be evaluated. Be clear about performance expectations, including technical and soft skills, and ensure regular feedback sessions.

3. Create a supportive environment

Returning to work after a break can be overwhelming, so fostering a supportive environment is important. Here are a few ways to do this:

• Mentorship programs: Pair returnship participants with mentors who can provide guidance, support, and advice as they adjust to the workplace.
• Onboarding programs: A comprehensive onboarding program is essential to help returning professionals get up to speed quickly and smoothly.
• Flexible work arrangements: Consider offering flexible schedules or remote work options to accommodate the personal needs of returnees.

4. Promote the program effectively

To attract the right candidates, you must effectively promote your returnship program. Use a variety of channels to spread the word, including:

• Job boards: Websites such as Rebooting, Path Forward, and iRelaunch specialize in returnships and offer a great place to find qualified candidates.
• Social media: Use your company’s platforms to highlight the program’s benefits.
• Partnerships with professional networks: Collaborate with organizations that support professionals returning to the workforce. These networks can be a great source of qualified candidates.
• Employee referral programs: Encourage current employees to refer professionals who might benefit from a returnship.

5. Evaluate and improve the program

Once a returnship program is underway, assess its effectiveness consistently. Collect feedback from both the participants and the managers in the team to find which parts need improvement or more effort. Monitor important statistics, including participant success rate, retention after the completion of the program, and effect on the general team’s performance.

Regular assessments will help refine the program, making it more effective over time and ensuring it continues to meet the needs of both returnees and your organization.

Best practices for managing returnships

The management of a successful returnship program is often very detailed and requires sympathy for the needs of these returning professionals. The best practices for ensuring that all participants have a good time are as follows:

1. Provide clear expectations

Clear communication is the key. Ensure that participants understand the program’s goals, performance expectations, and the evaluation process. This will help them feel more confident in their roles and allow them to focus on achieving success.

2. Offer regular feedback

Throughout the returnship, give the participants regular feedback. Constructive feedback will help them improve and feel more connected to the organization. Recognition of achievements and offering guidance for improvement can help build confidence and ensure success.

3. Be flexible

Flexibility is the key to managing returnships. Returning professionals may have family or personal commitments that require flexibility. The provision of a flexible work schedule or remote work will help reduce stress and improve productivity.

4. Focus on inclusion

Ensure that returnship participants are fully integrated into the culture of your company. That means giving them all the same resources, networking opportunities, and the social events your full-time employees enjoy. A well-inclusive environment helps make returning professionals feel valuable and supported.

5. Track career progression

Track the career progression of the returning professionals who have completed the program successfully. Try to offer full-time positions or help them transition into permanent positions within the company.

Top companies with return-to-work programs

Some of the best companies that have return-to-work programs

Most leading companies realize the importance of returnship programs and offer formal channels to welcome professionals back to work after a career break. Here are some examples of well-known companies with formal return-to-work programs. Besides skills upgrading, the programs also open avenues for full-time employment after completion.

1. Accenture

Accenture’s Technology Returnship is an initiative for professionals who have been on a career break for 18 months or more and want to return to the workforce. The 16-week paid returnship program offers comprehensive reentry support, including training and mentoring, to help experienced technology professionals ease into the workforce. This ensures that participants gain the skills and confidence needed to thrive in today’s rapidly evolving tech landscape.

2. Amazon

Amazon’s Returnship Program is a 16-week program that helps professionals return to work after a break. Participants can explore career possibilities, accelerate their professional growth, and work with diverse teams. The program focuses on career development by providing mentorship, skill development, and performance-based employment. Amazon’s returnship program is an excellent platform for professionals looking to re-engage with their careers in a dynamic environment.

3. Dell technologies

Career ReStart by Dell Technologies serves professionals who have chosen to step away from careers due to educational pursuits, family commitment, or other responsibilities; ReStart Returnship. The ReStart Returnship is a paid, 16-week experience that includes professional development, training, and support to assist returnees in launching a full-time role in one of their skills. 

4. HubSpot

HubSpot’s Returners Program is a 20-week program that enables one to return to work after a long break. The program involves training, mentorship, and career development, where participants refresh their skills and learn how to operate in the modern workplace. This returnship program offers a supportive environment for participants to build confidence and prepare for meaningful careers at HubSpot.

5. IBM

IBM’s Tech Re-Entry Program is a program that provides talented technical professionals who have been out of the workforce an opportunity to reboot and update their skills. Participants in this paid returnship work on projects aligned with their expertise, interests, and abilities while receiving the necessary training and support to refresh their skills. With IBM’s extensive resources and mentorship programs, returnees can successfully transition back into the tech industry and may be hired full-time within the company.

Conclusion

Returnship programs can uniquely bring out the opportunity to reenter the workforce and provide resources for organizations to tap a valuable, often underexploited talent pool. Here, by building an inclusive and supportive returnship program, you can assist their returnees in refreshing, regaining confidence, and contributing meaningfully to their organizations.

Returnships are a win-win for companies. They bring in experienced professionals with fresh perspectives and create a more inclusive, diverse workforce. For returning professionals, these programs provide the training, mentorship, and support needed to navigate the challenges of returning to work after a long break.

With the right strategy, returnship programs will benefit everyone involved—boosting talent acquisition, retention, and overall business success.

Yashika Khandelwal

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Content Writer

Yashika is a curious content writer with a knack for turning complex ideas into clear, engaging narratives. Her passion lies in crafting B2B content that informs, connects, and drives impact.