Comeback Careerists: Reinventing Work After Time Away

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By Toddi GutnerSpecial to The Wall Street Journal
Last update: 8:42 p.m. EDT April 9, 2008

Hilary Stark, an investment banker with a Harvard M.B.A had more than a decade of experience when she left the workforce in 1995 to raise her two children. Last year, she decided to come back. Her decision came just as Corporate America began to make it easier for professionals who've taken time away to return—and to reinvent their careers in a way that works better for them than their 90-hour-a-week pasts might have.

To help jumpstart her search, Ms. Stark attended Harvard's program for businesswomen looking to re-enter the work force. While there, she met the chief diversity officer of Lehman Brothers, Anne Erni. Ms. Erni was on on-hand to talk about the firm's newly-launched Encore program, which recruits seasoned professionals who want to return to work after taking time off.

Hilary Stark left the workforce in 1995, but decided to return about a year ago. She now heads Lehman Brothers Encore program. That's when Ms. Stark's re-entry plans got fast-tracked. Turns out, Ms. Erni was just beginning to think about hiring someone to head up the program. Ms. Stark, who had spent the previous 12 years not only raising children, but also managing people and projects on a volunteer basis, told Ms. Erni she really wanted to work for a program like Encore. Two months later, Ms. Stark became the program's full-time director. "It goes to prove the power of networks, and that you'll never know where or how you'll meet your next employer…or your next hire," says Ms. Erni.

Of course, not all stories of women (or men) engineering a career comeback are as rosy. In fact, 93% of highly qualified professional women who have left the work force and been out for just over two years, are trying to get back in says Sylvia Ann Hewlett, the founding president of the Center for Work-Life Policy and author of "Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success" (Harvard Business School Press, 2007).      •
    
Though 74% do find work, only 40% say they are gainfully employed in full-time, mainstream jobs. "There is still a tremendous amount of stigma and suspension when employers see a hole in a resume," says Ms. Hewlett.

Still, dire statistics aside -- it is easier than it has been for white collar workers to jump back into a career -- and to craft your return to make it work for you. The motivation for companies is two-fold. First, there's the expected worker shortage as the first waves of 77 million baby boomers begin to retire; and second, is the myriad of evidence that the next, smaller generation of younger workers want more flexible work arrangements. The result: Companies are waking up to the idea of welcoming back well-educated and seasoned professionals, says Ellen Galinsky, president of the Families and Work Institute.

• Think strategically. Know what you want and clarify your career goals. A job in the same industry or a position in a whole new field? A fulltime or part-time gig or job with a flexible schedule?
• Bring yourself up to date. Buy a new suit, invest in the latest cell phone model, create a Facebook or LinkedIn profile.
• Take refresher classes. This will help you to get up to speed on the latest news, regulations and technological developments in your industry.
• Build a new resume. Make sure it includes skills used and acquired during leave from work force. If you've managed people for projects or volunteer work or done tasks with tangible results, list those on your resume.
• Network, network, network. Contact everyone you know and tell them what kind of job you're hoping to land. Use your alma mater and professional associations as a resource.
• Anticipate potential employer's concerns. Make sure you address any worries about a skills lag or your time away in your cover letter and then address these issues more in-depth in the interview.

To be sure, not every industry or company welcomes or has programs to recruit comeback careerists. But, there are a growing number of Web sites, recruiting agencies and job boards that specialize in placing returnees at companies willing to consider them.  Read more.