Back to Work: From ‘Intern’ to ‘Return’

Our Indiana INTERNnet program has been touting "returnships" the last several years. The benefits are plentiful for both employers and those seeking to re-enter the workforce.

Check out some analysis below from the Challenger Gray & Christmas outplacement and consulting firm:

“Employers are consistently wary of employment gaps brought on by a layoff, parenthood, or some other life event that prohibits working. A ‘returnship’ for former or transitioning professionals with otherwise sterling employment records, but prolonged unemployment, solves this issue,” said John A. Challenger, chief executive officer of global outplacement and business coaching consultancy Challenger, Gray & Christmas, Inc.

“Candidates, such as returning mothers or retirees, who have been out of work for six months or longer are perceived as having outdated skills.  As a result, they are often screened out early in the recruiting process.  A ‘returnship’ on a resume shows the employer that the candidates are willing to learn, have updated training and recent on-the-job experience, making them much more marketable,” said Challenger.

“The benefit to companies, unlike with entry-level interns, is that returnees can be assigned more complicated projects depending on their previous industry experience and set of skills.”

According to an article in the Harvard Business Review, Goldman Sachs offered an 8 week paid “returnship” for non-client facing departments in 2008. The effort resulted in 6 hirings from the 11 attendees. Since then, the program has grown to include positions nationwide and helped 120 individuals return to the workforce, according the company’s 2011 Environmental, Social and Governance Report. Moreover, those enrolled took on advanced tasks, such as developing training programs or creating mechanisms for client confidentiality.

“Companies would be wise to invest in ‘returnship’ programs in order to find and develop the right talent for their organization, which does not always mean the youngest or most malleable. Older professionals, returning mothers, and veterans already have the on-the-job experience most internships are created to impart on college-aged job seekers,” said Challenger.

“Professionals interested in pursuing this sort of opportunity should not sit back and wait for a company to develop a ‘returnship’ program. Request meetings with high-level executives at companies that interest you and suggest starting such a program yourself. If you can convince one company of the benefits, others may follow suit.

“Professionals should treat the process as a constant interview. Take initiative, show how you can benefit the company, befriend those who are already employed with the organization, always be on time and professional, and seek feedback,” offered Challenger.
 
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Who Benefits From “Returnships?”

The Returning Parent – Mothers and fathers who have left the job market to raise a family often return to biased employers who are wary of their skill sets and absence from the workforce.

Transitioning Military – Former military have extensive on-the-job training in new technology, leadership development, and discipline, but lack experience with corporate culture a “returnship” would offer.

Older Workers – Older professionals have to deal with age discrimination, as well as potential gaps in employment.

Expatriates – Workers going to other countries for employment would gain necessary and helpful experience in another culture.

Long-term Unemployed – Whatever the reason for the employment gap, a “returnship” would revitalize a resume.

Employers – Recruiting interns who already have extensive on-the-job experience is valuable for any employer, as these professionals are ready to hit the ground running and take on meatier tasks.
 

Going Beyond the Ordinary Job Search

While job creation has picked up in recent months, the long-term unemployed continue to struggle in attempting to re-enter the workforce. Outplacement firm Challenger, Gray & Christmas offers the following for those caught in that predicament:

Re-ignite and re-connect with your network
There may be a large portion of your network with whom you have not spoken to in several months.  Now is the time to re-connect with and expand your network.  If you have not joined online networking communities like LinkedIn, do so now and start connecting with former colleagues, classmates and other acquaintances.  If you are on LinkedIn, revisit your list of contacts, because chances are good that their professional or personal situations have changed in recent months.  So, not only do you have a reason to check in with them (to congratulate or otherwise acknowledge their changed circumstances), but that change could put them in a better position to help your job search.  From each existing contact in your network that you reconnect with, make a goal to get the names of two to five new contacts they know who might be able to help with your employment search.

Move away from resume-centric job-search strategy
Most Americans take the traditional approach to job search: scour the help wanted ads and send out resumes by the hundreds.  The only difference is that the help wanted ads have moved from the print newspaper to the Internet.  The biggest problem with this approach is that the resume is really just a way to weed out candidates.  A long employment gap on the resume is going to stand out and not in a good way.  Even without the red flag of prolonged joblessness, relying on a resume to get your foot in the door is a numbers game that favors the employer.  You might as well be playing the lottery.  

Uncover the hidden job market
The other problem with relying too heavily on help wanted ads — whether online or in print — is that these represent a small fraction of the available jobs.  We estimate that as few as 20 percent of the available jobs are ever advertised.  The other 80 percent will be filled through employee referrals, personal connections and other backdoor channels.  This is why expanding and staying connected to one’s professional and personal network is critical.  It increases the chances of being in the right place, at the right time, when one of these hidden opportunities arise. 

Reset expectations
You may need to consider working for less money than you imagined, working in a different industry or accepting a job title that differs from your aspirations.  However, your primary objective at this point needs to be getting back on the payroll so you can start filling in the experience gap.
 
Remain positive
Don’t be defensive or take on the role of the victim when it comes to your prolonged unemployment.  Avoid phrases like, “no one is hiring” and “nobody wanted me.”  Focus only on the positive attributes you possess, what you have done to keep your skills fresh.  If the topic of your prolonged unemployment comes up, don’t dwell on it.  Move past it quickly with a statement like, “There have been many opportunities, but a mutual fit has been difficult to achieve.  During this time, however, I have had the opportunity to round out my experience through (education, professional development, volunteer work, etc.)”
 
Step outside of your comfort zone
An aggressive job-search strategy often requires you to do something that makes you uncomfortable.  You will have to tell people you have not seen in ten years that you lost your job.  You will have to cold-call employers about job opportunities.  An aggressive strategy also includes asking a friend or former business associate for the names of five people who might be able to help with your job search, and then calling those people to request a meeting.