Returner Programs are on-the-job training programs to attract, evaluate and hire an untapped talent pool of professionals on career breaks. These professional internship programs provide re-orientation for the returning candidate and also prove beneficial for the employers.
Retention after Evaluation: Returner programs act as a screening tool and let employers hire the candidate only after evaluating on the job performance.
Non-Binding: Employers are under no obligation to hire the candidates after the training period.
Foster Diversity: Hire diversity candidates without compromising on the merit. Fix the leaky talent pipeline of women professionals by inducting them again in the pipeline. Have them back and foster gender balance at workplace.
Reduced Hiring Costs: Experienced returning professionals need less hand holding than a college intern thus reducing hiring costs and turnover time significantly.
Maturity: Returning candidates make for a dedicated and stable workforce that is unlikely to change jobs frequently.
Existing Similar Programs
Few companies have understood the importance of bringing women back to workforce to encourage equal participation at all levels and have launched various internal programs to accomplish that.
Goldman Sachs (Returnship), GE’s John F Welch Technology Centre(RESTART program), IBM(Back to Work), Microsoft(Springboard), Tata(SCIP), HUL(Career by Choice)
Sara Lee, Goldman Sachs, PwC Back-to-the-Office Mom program, J.P. Morgan: ReEntry Program, AboutOne’s Comeback Mom program, The Grommet-Executive in Residence Program
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