Back in the game

There may be a multitude of reasons as to why someone would have taken a break from their career - an extended maternity leave, to care for a family member or even to spend time travelling. Whatever the cause, at some stage, many will choose to return to work. But with gaps in the CV and the risk of nerves running high, how can an employer ensure that a seamless transition back into the workplace is executed?

Professor Nick Kemsley, Henley Business School says: “There are different dimensions to why people have been out of the workplace. So my first point would be that we need to acknowledge that there are many reasons that can be behind such a break from employment. Also, with some professions – for example – in pharmacy, there is a requirement to demonstrate CPD (continuing professional development), so questions relating to how people have been able to keep in touch with changing requirements might be required too.”

Whatever the reason for being out of the workplace for an extended period of time, Peter Istead, Recruitment Managing Director UK & Ireland at Hudson says that returning to work can be a daunting prospect, he says: “Negative attitudes of employers can be prevalent as part of the recruitment process. Some may feel that being out of the workplace hasn’t given returners the opportunity to update their technical, interpersonal or communication skills. The good news is that we’re increasingly seeing organisations recognise that there’s a big talent pool of people who’ve left the workforce for various reasons who could be encouraged back and be a major benefit to their business.”

Read the full feature in March's HR Grapevine Magazine >