Today’s episode of the AEC Leadership Today podcast features Heather Calvert, Chief Operating Officer at Core Consultants. Our topic is “returnship” – a new and innovative way to expand, deepen, and diversify our talent recruitment and retention pipeline.
Deepening and Diversifying Our Talent Recruitment and Retention Through “Returnships”
Today’s conversation is about “returnships”. These can be programs similar to well-designed college internships but for more experienced professionals who, for a variety of reasons, including choosing to care-give, have left our profession or taken time off and are (or may be) looking to return.
Given our need for talent, especially at the mid-career level, “returnships” offer a big opportunity to expand, deepen, and diversify our talent recruitment and retention pipeline with smart, motivated, and flexible professionals – most all able to offer and leverage greater life experiences and people skills.
“Returnships” are and can be a particularly attractive means to welcome back and successfully onboard, integrate, and develop the disproportionate amount of women who have left our industry over the past 15 plus years.
Having an effective “returnship” program can also better position us to grow and prosper beyond the ‘Great Resignation’ by being able to better attract back professionals – both male and female – who may be looking to return in either a full or part-time form in the future.
Although “returnships” are a fairly new and pretty simple concept and have a potentially huge upside, there are complicating factors. We are thrilled to have Heather, a successful and experienced returner herself, walk us through the idea, the business case, and the ways all of us – no matter our size – can begin today to take advantage of this new opportunity.
“I’m interested in the [resume] gap… it’s valuable to have lived some life and developed in a different way.”
– Heather Calvert
In this episode, we discuss:
- Heather’s background, her role today, how she first learned about “returnships”, as well as her own concerns and experiences returning to the workforce after taking time off.
- The business case for “returnships” and how they can to help solve a number of our pressing recruitment and retention issues and needs in AEC.
- The history of “returnships”, where and how it is being practiced, and why innovation in one industry often comes from understanding more about what’s happening in other or adjacent industries – especially those we’re increasingly competing with for talent.
- The general profile of “returnship” candidates: having at least five years of previous experience and been out of the industry for at least one or two years.
- Why and how firms need to evolve to be more attractive to returners and the new, different, and essential skills returners can bring.
- How best to onboard and reintegrate returners into work and the workplace.
- Why returners are often more motivated and why they may also be more flexible, engaged, and loyal down the road.
- Why talking more about how our industry has changed is key to inviting and welcoming returners back.
- The internal barriers and impediments to succeeding with a “returnship” program and why leaders and leadership teams must make its success a priority with time, energy, and resource investments.
- How “returnships” differ from college internships and why individual assessments and effective program design are essential.
- What’s on a returner’s mind and some of the fears and hurdles they face in returning.
- Why smaller and mid-size firms could have an advantage even though “returnships” began with and are more widely practiced at large and multi-national firms and organizations.
“ To make this work we need more progressive policies… but it’s not just the policy – it’s the culture around the policy.”
– Heather Calvert
Heather’s drive and passion for great talent and her direct experience in returning to the workforce at a high level are truly valuable and insightful, and I’m grateful for the time she took to speak with us on the podcast. I hope you found our discussion as informative as I did, and that you’re inspired to expand, deepen, and diversify your recruitment and retention pipeline.
Thanks for listening to the AEC Leadership Today Podcast!
I sincerely hope you enjoyed today’s episode. Be sure to contact Heather to learn even more about “returnships” and how it may help you more effectively and strategically achieve your talent and firm growth goals. If you like what you heard, leave a review on iTunes and share the podcast with your friends, colleagues, partners, and peers. Look forward to seeing you in the next episode!
Resources and Links Mentioned in This Episode:
- Heather’s email
- Heather on LinkedIn
- Core Consultants
- ElevateHER Resources
- Podcast episode explaining the 5 key leadership attributes needed for success today
- Blog article on the talent issues we face, particularly at the mid-career level