One of the more fascinating trends in the workforce lately has been the reemergence of middle-aged candidates who have not been employed in some time. Typically, these employment gaps can be attributed to the Great Recession of 2008, or to stints taken as stay-at-home parents. Whatever the case, these aspiring employees are now seeking to resume their careers after some time off. So how do we as employers treat them?
Financial giant Goldman Sachs created “returnships” about 8 years ago in order to give these employees a way to prove themselves as assets, and with good cause: According to the Professional Association of Small Business Accountants, these kinds of workers are usually well qualified. In fact, around 75% hold graduate degrees and are typically experienced, more mature, and ready to dedicate themselves to the job.
So how do you get past being apprehensive about applicants with employment gaps? Perhaps the answer for your business is to set up your own returnship model of sorts. Among PASBA’s suggestions for providing such a program are to stick to the following:
- Provide networking opportunities
- Partner with educational institutions
- Offer mentors
- Keep a manageable amount of interns
- Set a reasonable duration for the “returnship”
Without a doubt, returnships have the potential to pay off. Don’t let an employment gap be the reason you overlook your next best employee.