Attracting the best talent is a key objective for most Human Resource professionals. What is your initial impression of this individual: high school valedictorian, College of Business Student of the Year, master of marketing research degree, and director of consumer products marketing research. Sound like a good candidate for hire? Now let’s add: ten-year break from the full-time workforce, four relocations with spouse’s employer, and four kids. What is your interest level now?
You might be surprised that many employers are starting to take notice of this “OffRamped” segment of talent. The terms off-ramping (taking a break from the workforce) and on-ramping (re-entering the workforce) were coined in an article published by Harvard Business Review. As they face a looming talent shortage, companies hungry for talented professionals are beginning to take a non-traditional approach to locating experienced hires. They are finding a segment of committed, well-educated, loyal, and productive workers. Many left the full time work force in their mid-thirties, at the top of their game. Later, they are ready to reconnect with the workplace and seek meaningful and productive careers.
Retaining women has become a critical issue for many employers. A nationally representative study showed that 37 percent of women off-ramp (leave the workforce) for a period of time and 58 percent take a more “scenic” route including part-time positions. The vast majority (93 percent) want to return to work, but only 74 percent succeed; it is just 40 percent who return full-time. Recognize that over 60 percent of today’s college graduates are women and the issue becomes relevant. More than half of tomorrow’s workforce is not easily retained in the traditional workplace environment. Among those who OffRamped, 95 percent would not consider returning to their previous employer.
Workplace flexibility is the key driver of retention for many women. The use of flexible arrangements can give employees control over how they manage competing responsibilities, thereby reducing their stress levels. Reduced stress results in healthier workers and families; businesses benefit from increased productivity and lower health care costs. When Work Works is a nationwide initiative sponsored by the Alfred P. Sloan Foundation. Their research reveals that “when flexibility is used as a tool to help both business and employees, both can win. Working flexibly enhances employee’s effectiveness, engagement, and commitment on the job, and improves employee’s well-being.”
A lack of flexibility is what drove many women from the workplace; it is what needs to change to bring them back in. Employers who understand the importance of work-life fit and career flexibility will successfully retain and re-engage top talent. Workplace flexibility is no longer a “women only” proposition. Technological innovation, cost management pressures, retiring baby boomers and millennial priorities are forcing companies to rethink the traditional corporate ladder. Both men and women are seeking more flexible ways to succeed professionally and personally. The next generation of dual career families expects gender-neutral access to flexibility.
The re-entry of this talent segment includes several hurdles. The need for refreshed and updated skills, a renewed network of contacts, and re-ignited ambition exist on the individual’s side. Skepticism, lack of re-entry support, extreme jobs, and the risk of hiring an onramper are significant for the potential employer.
