随着预期寿命的延长，离职休假行为在职场中可能会变得越发普遍，企业如何使用这些长期离职后又重返职场的人呢？
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“离职长假”在当今职场中变得越来越常见。人们可能因为要抚养孩子、照顾家人、学习或者长期治疗疾病等原因而选择离职休假。
Career breaks are becoming more common in the world of work, as professionalsare taking time out of their career to care for loved ones, study, raise a family or deal with long-term sickness.
随着预期寿命的延长，人们的职业生涯在未来也将相应延长，离职休假行为在职场中可能会变得越发普遍。
Thisphenomenon islikely tomushroom asthe length of a person’s career is expected to increase in the future alongside life expectancy.
为了吸引和有效利用这些离职休假中的高素质人才，越来越多的企业推出了招聘策略新手段——回归职场计划。
To attract and harness the experience and skills of this potential pool of talented workers already trained, qualified, and highly experienced, some businesses are creating returnship programmes – a new tool in the hiring strategies of organisations.
目前，回归职场计划主要面向“离职休假”不超过两年时间的专业人才。这通常包括正式的带薪工作以及可能的全职雇佣机会。
At present, returnship programmes are generally aimed at those professionals who have been out of the workforce for upwards of two years. These programmes usually involve formal paid placements which may lead to permanent employment.
不同公司可能会提供不同程度上过渡期支持，比如培训、辅导导师和搭档计划等。
What differentiates the placements company-to-company is the level of support that is available to ease the transition back into work – which can include buddying schemes, training,coachingor mentorships.
考虑到回归人士的需求，并为了确保回归职场计划具有吸引力，许多职位最开始会是兼职或弹性工作的形式，之后可能考虑转为全职的工作。
To ensure the returnship programmes are attractive, many roles are initially offered as part-time or flexible and can later transition to full-time roles.
人才与技能短缺是全球企业面临的一个普遍问题。技能短缺会阻碍企业发挥其潜力。
Skillshortageisoneofthecommon andkeychallengesfacedbycompaniesglobally. Some organisations are failing to operate at their full potential due to skills shortages.
而让这些具备相关关键技能的人才重返职场是应对技能短缺非常有效的措施之一。
One effective way of combatting this is by bringing people with those vital skills back into the workforce, so some businesses are ensuring they have an effective returnship programme in place.
因此，一些企业开始努力制定切实有效的回归职场计划。包括微软、联合利华、IBM、沃达丰，戴尔和PayPal等一些知名跨国公司已经采取了这种做法。
Somelarge firms are already adopting this approach, including Microsoft, Unilever, IBM, Dell,PayPal, and Vodafone.
此外，由于离开职场的专业人士中，很多都是希望以照顾家庭为重的女性，许多企业也把回归职场计划作为提高职场多元化的一个契机。
Many organisations are also using returnship programmes as an opportunity to address diversity, as many of the professionals who leave the workplace are women who left to raise a family.
回归职场计划无疑为离职休假的专业人士提供了非常好的机会。暂时离职意味着一些人会错过所在领域内的某些重要进展。
Returnship programmes are also highly beneficial to the professionals that companies target,as theyprovide themwith the opportunity to relaunch their career and even upskill. Taking time away from work may mean that some professionals have missed out on vital developments within their area of expertise.
而这些回归项目不仅仅为他们提供了重返职场的机会，还可以帮助他们填补空白期，并最终帮助其提高就业能力、创造收入，同时也可以更好地实现自我价值。
These programmes allow them to transition back into the workforce and ultimately make them more employable，bring them income and help them with advance their careers.
回归职场计划对企业和希望重返职场的专业人士是双赢之举。不过由于项目的成本高昂，企业在开展时必须抱着谨慎而现实的态度企业应当确保这是一项值得投资的项目，并能实现最大的成效。
A successful returnship programme is a win-win for both companies and professionals. But the costs of a returnship programme are high, so businesses must be aware and realistic when starting the schemes. They should make sure that the return is seen as aninvestment and that it is being implemented to maximum effect.
因此，企业首先需要明确自己对人才以及技能的需求，或者明确多元化员工群体会为企业带来的效益。
Thus, organisations need to start by identifying where there are skills shortages in their business, or which area would benefit from diversity.
以下是瀚纳仕集团针对企业实施回归职场计划的一些具体的建议：
Hays group provides tips for companies to introduce returnship programmes:
根据优质数据或证据来制定企业的回归职场计划。例如，评估潜在的技能缺乏领域，以及回归人士适合企业当前业务模式中的哪些岗位。
Use quality data or evidence for building the business case for a returnship programme. For example, assess where potential skills gaps are and where returners would fit into the business model to plug these gaps.
明确企业的目的和目标。最好从小事着手，逐渐拓展项目。保持灵活，因地制宜。
State your aims and objectives from the outset. It’s better to start small and then expand the programme gradually rather than being too ambitious from day one. It also means you can remain flexible and tailor the programme to be more bespoke.
与回归人士保持密切沟通，确保他们获得必要的支持。提供企业联络方式，让他们与企业随时取得联系，并获取有关工作问题的帮助。
Maintain connection with the group to ensure they have all the support they need. Providing returnees with a point of contact who they can turn to with any issues that arise can be beneficial.
通过员工反馈来评估项目效果，探索最佳做法。
Evaluate the programme through feedback to explore best practices.
企业高层应给予支持和更广泛的认可。例如，要确保负责各个项目的经理和招聘经理都接受过必要培训的和讲解。
Garner senior-level sponsorship and buy-in from the wider business.For example, ensure that managers running projects and hiring managers are trained and fully briefed.
如果项目在不同地区展开，要确保能相关知识与最佳实践案例得以共享，让各地回归职场的人士都能得到无差别的体验。
If placements are run in different regions, ensure that knowledge and best practice are shared so that there is consistency of experience for returners.
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