Tips on returning to work after a career break

Technology and regulations in finance are constantly changing. This makes a return to work after a career break a challenging prospect. However, with the right support and resources, returning professionals can successfully re-enter the workforce and contribute their skills and experience to the industry. Here, we discuss the reasons for a career break, the impact of technology and changes over the period of the career break, return to work programs, candidates for jobs from a recruitment perspective, hiring people with relevant skillsets, part-time return to work, and diversity and inclusion.

There are many reasons why someone may take a career break, including caring for a child or elderly relative, pursuing further education or training, dealing with personal health issues, or simply taking a break from work to reassess career goals. It is important for employers to understand and respect these reasons and not view career breaks as a negative factor in a candidate's application.

One of the challenges facing returning professionals in the financial services sector is the rapid pace of technological advancement and regulatory changes. As a result, people may feel they have fallen behind in their knowledge and skills. However, many companies offer training and upskilling programs to help people returning to the sector catch up with the latest developments in the industry. These programs may include coaching, mentoring, training, and flexible working arrangements. Deloitte have an excellent return-to-work program, says Savvi Recruitment’s Lisa Scollan. “They offer a six-month placement to individuals where they get internal coaching and mentoring. They’re paired with someone in the organisation that can be there to give them support on a day to day basis.” This lets Deloitte leverage the skills and abilities of talented people, even when they’ve been out of the workforce for a number of years.

Companies like Deloitte are looking beyond traditional qualifications and considering other factors such as problem-solving skills, adaptability, and resilience. Savvi Recruitment's John Ennis notes that some of his clients are “tapping into a very highly skilled market of people who have taken a career break for lots of different reasons”. These companies, he says, are “targeting those people who've been out for maybe between two and fifteen years”.

For positions like this, Savvi Recruitment sees our clients focusing on the skills and experience that are relevant to the role, rather than the length of time since the candidate was last in work. Many returning professionals prefer to return to work on a part-time basis, particularly if they are still caring for children or elderly relatives. In response to these needs, employers are offering flexible working arrangements, such as job sharing or part-time hours. Part-time work is a strong tactic in these circumstances. Savvi Recruitment’s Therese Cadell says “I've had good conversations with clients in areas where there's a shortage of a certain skillset; internal audits or risk compliance, for example. Those clients will look at taking somebody who's very experienced back on a part-time basis or on a three-day week.” 

Diversity and inclusion are important considerations in this context. Obviously, employers are aiming to create a welcoming and inclusive workplace culture that values diversity and supports individuals from all backgrounds, and people coming back from career breaks can contribute greatly to this.

Returning to work after a career break in the financial services sector can be challenging, but with the right support and resources, it can also be a rewarding and fulfilling experience. Employers should consider candidates who have taken a career break and focus on their skills and experience, rather than the length of time since they were last in work. Return to work programs, flexible working arrangements, and upskilling opportunities can all help to support returning professionals in their transition back to the workforce. Furthermore, creating a welcoming and inclusive workplace culture that values diversity and supports individuals from all backgrounds is essential to attract and retain talent in the financial services sector.