Many organizations like the idea of bringing in talent outside of the more traditional means, but struggle to bring their aspirations to life. Companies are familiar with well-established initiatives like campus recruiting, military outreach, D&I, internships, or managing a flex workforce.
Returnships offer an alternative method that can help satisfy the needs of your organization while allowing you to tap into talent that is underrepresented in the market. Although your first instinct may be to think this is all about stay-at-home parents, this can be anyone removed from the workforce for a considerable amount of time.
These pockets of hidden talent offer a hungry workforce ready to make a difference in your organization. A 12-16 week returnship provides a "try before you buy" for both sides to assess mutual long-term fit. Of course, there are many ways to design a returnship depending on the size and needs of your organization.
A small but growing number of companies are offering “returnships,” which are internships for people who’ve been out of work for at least one or two years. Most are for mid-career professionals in hard-to-fill positions.